Training is an integral aspect of our partnership approach to implementation of a PDMS solution within your Hospital. As part of our project support we provide a range of training sessions within a training solution designed specifically for your Hospital. Our team will provide training and support to the hospital team from the start of the project to go-live and beyond.
This will empower the clinical users with the knowledge to take local ownership of their system.
Our training program is established in partnership with the Hospital project team. This allows us to obtain a gap analysis and identify and agree the level of training necessary for each staff group. This is one of the most important steps in the training process and will ensure we achieve our training goals and objectives.
Our "Train the trainer" method of training staff has been well established and designed by HIM in many of our projects. The Advanced Users will be trained by HIM and the Advanced Users then "cascade" this training down to end users with the support of our team.
HIM looks on these projects as long term partnerships and believes that training is a continuous process. We can offer a range of training courses tailored to your requirements throughout the duration of the project and post Go Live.


Kevin (Director "Set In Stone") was interviewed for Te Kāea news on Māori TV. The clip was originally broadcast in series 14 episode 136, which was available to watch online for a few weeks after recording.
Kevin talked about the story of the film and the importance of the stone statue. He described how everyone in the community treated the statue as actual flesh and blood, a 'he' rather than 'it'.
Kevin Double ("Set In Stone",Director) and Melita Farley ("Set In Stone", Producer) filmed by Māori TV addressing an audience during Q&A after the first public screening of Set In Stone. Taken at the Roxy Cinema as part of the Docs4Schools programme.


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03:20 PM, September 06, 2019 / LAST MODIFIED: 03:24 PM, September 06, 2019
India's Chandrayaan-2 to land on moon tomorrow
File image: isro.gov.in
A month and half after its launch, India's second unmanned moon mission Chandrayaan-2 stands just hours away from its destination of landing where no country has gone before—the south pole of the lunar surface.
The lander, named Vikram after Vikram Sarabhai, considered the father of India's space programme, is expected to land early on Saturday morning, reports our New Delhi correspondent.
Indian Prime Minister Narendra Modi will be visiting the ISRO Headquarters at Bengaluru to witness the final descent, it was officially announced today.
Chandrayaan-2 spacecraft consisted of an orbiter, a lander and a rover. The lander separated from the orbiter, which continues to circle over the moon, on September 2 for the soft-landing on the moon which, if successful, will make India the fourth country after Russia, the US and China, to achieve the feat.
Landing softly on the moon is a complex task. Only 37% of such attempts have been successful.
No wonder Indian Space Research Organization (ISRO) Chairman Dr K Sivan described the landing as "the most terrifying" final 15 minutes part of the mission that took Chandrayaan 2 across a journey of 384,000 km since it was launched from India's space port in Sriharikota, Andhra Pradesh, on July 22.
Dr Sivan's use of the "most terrifying" description of the lander's final descent on the moon is primarily because it is the first time India is attempting soft-landing on the lunar surface.
With the exception of the crash-landing of the Israeli moon mission Beresheet just five months ago, all the failures of moon landing were before 1976. But technology has progressed since then and Indian ISRO has incorporated additional safety measures to deal with risks associated with landing on the moon.
ISRO scientists are confident because they have done extensive simulations of each event and ironed out all the wrinkles that could crop up during the lander's final touch-down.
Following is a timeline of the final descent of the lander:
A. Landing begins at 1:40 am Indian time at a velocity of 21, 600 km per hour.
B. A second later, the lander's engines are switched on to reduce its velocity.
C. Within 15 minutes, the lander's speed has to be brought down to seven km per hour to facilitate a soft landing
D. As the lander slows and moves nearer to the moon, it turns to align itself with the lunar surface.
E. The lander transmits the first pictures as it turns towards the moon. The orbiter, hovering 100 km above the moon's surface,will shift to take pictures of the landing.
F. The computer on board the lander scans the moon for a flat surface and makes adjustments in trajectory.
G. The lander's thrusters are shut off to prevent dust rising from surface of the moon.
H. The lander then chooses one of the two landing sites between two craters on the moon named Manzinus C and Simpelius N.
I.At 3:55 am Indian time, a ramp pops out of the lander.
J. At 5:05 am the rover's solar panels are deployed.
K. At 5:45 am the rover starts to exit the lander.
L. At 5:55 am the rover touches down on moon's surface to take pictures and start examining the lunar soil looking for presence of water and minerals.
NASA's Mars 2020 rover set to hunt Martian fossils
India proud despite moon landing failure
India's Chandrayaan-2 enters moon's orbit successfully
India's Chandrayaan-2 to reach lunar orbit Aug 20

redpajama_set_name: RedPajamaCommonCrawl


Since the official release of Pokemon GO in the UK just over a week ago, players on Teesside have already had their lives changed by the game.
The app has taken the world by storm and has seen people in their early to late twenties - as well as younger players - take to the streets of Teesside with their phones in order to catch the best Pokemon.
Players are rewarded for the amount they have walked, but how far have people ventured in just over a week and have they lost any weight?
Avid player Amy Dimond has revealed that it has helped her to lose almost half a stone thanks to walking almost 50km.
"I'm normally on for about two hours a day walking!
"I have been trying to lose weight with a healthy diet anyway, so the game has helped alongside the fact it is keeping more active than usual...and it is fun!
"The rewards are good motivation for me, plus me and my boyfriend compete to see who can catch the most Pokemon."
And it isn't just Amy who has reaped the rewards from the app.
Ryan Hufton from Middlesbrough revealed he's walked an astonishing 209km since getting the app two weeks ago...that's more than walking from Middlesbrough to Leeds and back.
"It's great! I haven't been out as much in a long time and it's also helping me quit smoking!" said Ryan.
"I've also been going for walks in the evening and riding my bike in the car when I could be sat at home watching the TV. So I think that it is a huge positive.
"I've walked about 50km, I've lost count of the number of eggs that I have hatched and I've managed to lose 4.5lbs!," said Jessica Skinner from Hartlepool.
Other players we spoke to have walked on averaged 25-30km which is around 15-miles in just over a week.


The people who come to the Groennfell Tasting Area generally fall into two categories (well, three if you count our college buddies who just like free drinks).
First, there are the people who are simply curious about what mead is. Then there are the people who are curious about every single aspect of what mead can be. It is this latter group that really challenges and excites one as a meadmaker.
As we discussed in the past, a good elevator speech is very important in this industry, but it's never really exciting to deliver. Sure, it's fun to be there for someone's very first glass of mead, but what's really interesting is when you get a home meadmaker, or someone who's tried traditional Scandinavian Mead, or a beekeeper, or anyone with really good questions.
At this point you're probably thinking that we're going to get into some of these fine interrogatives from our favorite customers. Wrong. Many of the questions we receive are worth whole blog posts unto themselves. No, what we're going to talk about is the one question that almost all of our dabblers ask: "What's the right temperature for drinking mead?" It is, almost without a doubt, our most common question.
What follows is an archetypal conversation betwixt Meadmaker Ricky and a customer who we will call Weekend Dabbler.
Dabbler: What's the proper temperature for mead?
R: Well, different meads are best at different temperatures.
D: What's a good average temperature for all of them?
D: No, I mean, like, what's the traditional temperature for mead.
R: Friend Dabbler, you seem to have some serious misconceptions about the relative ages of mead and refrigeration. It used to be that the best – and only, I should add – temperature for your mead was whatever temperature your bedroom/kitchen/parlor/hut was. It's only in the last little while that you got to say things like "gosh, I think I'll have my cream as the iced variety today." Up until the turn of the last century, if you were lucky enough to have a cellar in addition to your bedroomkitchenparlorhut, then you got to choose between cellar temperature and bedroomkitchenparlorhut temperature, both of which vary regionally and seasonally. So, I'd personally check the weather in Stockholm, a traditional mead enclave, and warm or cool your mead appropriately.
K: Fridge or cellar temperature is fine. The most important thing is what tastes good to you. Ricky, please go mop something.
Excellent and fun to read article.


The Washington based boat builder has announced it will debut its new 38-foot power catamaran during this year's TrawlerFest-Anacortes in-water boat show.
The show opens its doors this coming Thursday at the Cap Sante Marina and will remain open through the weekend. Aspen will host a special dock party for attendees on Saturday from 3 to 6 pm. Tickets can be purchased here.
Scroll down to see a video of the first hull going through its test paces and read the first hand experience from the Aspen Press release.
Back in March, Larry and the Team, splashed the new C111 for the first time! Of course Larry just happened to pick a very windy day, so windy that the lift in Anacortes had to cancel due to 48kts. gusts. No problem, they rerouted to LaConner and splashed her anyway! With the push of a button, the Volvo D6 435HP engine, came to life purring effortlessly. Larry and the guys then took her for a quick spin within the Swinomish Channel, everything checked out great! No leaks or No Drips - but no Fuel! As the fuel dock closed early due to Winter hours. So after a quick run to the gas station, enough fuel was added for a extended sea trail to Anacortes. Accompanying Larry was Ric Reid, and Ron & Sherry, meanwhile Nick stayed on shore to be the photographer. Keep in mind everyone is freezing, it was 45 degrees and blowing 30+kts with gusts close to 50kts! Of course, fabulous conditions for a maiden voyage in a state-of-the-art catamaran.
The hull performed perfectly through the 3-4' chop, and Larry was tickled pink with the performance, acceleration, and speed! At 20.7 MPH it burns 8.4 GPH, that's 2.46 MPG!!! This is absolutely incredible for the size and speed; a 40' boat with a 435 HP engine and a top speed of 29.3 MPH! Keep in mind, these were preliminary test numbers, we expect to see up to a 10% decrease in performance with the completed boat, with a top speed of 26 MHP.
You can read more from the testors and owners by clicking hereand by visiting the docks at the Cap Sante Marina for the Pacific Northwest edition of TrawlerFest.


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Welcome to East View Press
East View Press publishes a wide range of material with a simple goal in mind: to provide content that covers the world, bringing forth unique social, political, military and cultural perspectives.
Now available from East View Press!
Cambridge Archive Editions Print Volumes
Cambridge Archive Editions (CAE) presents a wealth of historical reference materials from the 16th-20th centuries on the national heritage and political development of numerous countries. Comprised mostly of documents from the National Archives of the United Kingdom, these primary source collections bring together historically authentic facsimile documents, as well as numerous maps, that otherwise would remain unknown, difficult to access, or fragmentary. The full CAE collection includes over 1,000 volumes with nearly 700,000 pages of primary sources and over 750 maps.
New from East View Press!
The Mapping of Israel: Bibliography, Finding Aid and Index. Volume 1: Topographic Map Series 1915-1970
The book offers sheet-level detail for nearly 30 map series ranging in scale from 1:2,000 to 1:125,000, including details for known revisions and reprints. Each sheet entry includes information on known holdings of the map sheet. The overwhelming majority of these maps are available in digital form and can easily be accessed online from the information included in the book. The institutions that house the map sheets vary but include the Australian War Memorial, the British Library, Haifa University, Hebrew University of Jerusalem, Israel State Archives, the Library of Congress, the National Library of Israel, the National Library of Australia, the Palestinian Museum Digital Archive, Survey of Israel, Tel Hai College, and more.
Black Garden Aflame: The Nagorno-Karabakh Conflict in the Soviet and Russian Press
This collection of articles from the Soviet and Russian press paints an intriguing portrait of the Nagorno-Karabakh conflict. Unlike in Western media outlets, this conflict has been a mainstay in the Soviet, then Russian press. The present collection of articles – carefully translated, edited, and culled from a vast repository of Russian-language press curated by East View – presents in book form for the first time in English some of the most important material that has appeared from 1988 to the present.
East View Press books span the globe in focus, including Russia, the Middle East, China, Turkey, Syria and beyond. Our books offer authoritative content on topics such as politics, foreign relations, military affairs, cartography, history, archival guides, and more.
East View Press journals focus on the regions of Russia and the NIS, East Asia and the Asia Pacific, and cover a broad range of topics including politics, foreign relations, economics, military affairs, history, literature, culture, and archaeology.
Globalization 2.0: What Lies Ahead?
Current Digest of the Chinese Press
Xi, Putin Agree on Closer Coordination
Current Digest of the Chinese Press, Vol. 9, No. 40 – Table of Contents
Browse the full archives of all East View Press journals with East View On Demand
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You are a twenty-something construction worker moving out of his parent's house. After seeing an advertisement for someone wanting a roommate you decide to check it out. The would be roommate reveals to you that she is a lesbian, but what else is there to learn about her? What was that sound you heard coming from her bedroom? You'll find out when you move in.


MRS A.: "Never again will you be alone my good girl Cosmo! I will always be there to skritch you and give you walks and feed you treats..."
CLAIRE: "It is a soul bonding!!!"
TAI: "I never have such a great time when high!"
ClaireMom: "Finally! I will become a grandmother."
Tai: "Confetti hitting the fan isn't really much of an improvement."
Claire: "Did you know that I'm part of Spookybot?"
Marten: "So that's where you got that smile!"
CLAIRE: "Aahhh... Do you know what I'm thinking about, lover-boy?"
MARTEN: "I know I'll enjoy it!"
CLAIRE: "Are you thinking what I'm thinking?"
MARTEN: "I think so, but why would anyone want to see Snow White and the Seven Samurai?"
I was ready to hit POST when it hit me that I did read this somewhere before and it was not a decaffeinated brain fart on my part.
I found it and here is the whole listing sans dates and the opening question.
I think so, Brain, but where are we going to find a duck and a hose at this hour?
I think so, but where will we find an open tattoo parlor at this time of night?
Wuh, I think so, Brain, but if we didn't have ears, we'd look like weasels.
Uh... yeah, Brain, but where are we going to find rubber pants our size?
Uh, I think so, Brain, but balancing a family and a career ... ooh, it's all too much for me.
Wuh, I think so, Brain, but isn't Regis Philbin already married?
Wuh, I think so, Brain, but burlap chafes me so.
Sure, Brain, but how are we going to find chaps our size?
Uh, I think so, Brain, but we'll never get a monkey to use dental floss.
Uh, I think so Brain, but this time, you wear the tutu.
I think so, Brain, but culottes have a tendency to ride up so.
I think so, Brain, but if they called them "Sad Meals", kids wouldn't buy them!
I think so, Brain, but me and Pippi Longstocking -- I mean, what would the children look like?
I think so, Brain, but this time *you* put the trousers on the chimp.
Well, I think so, Brain, but I can't memorize a whole opera in Yiddish.
I think so, Brain, but there's still a bug stuck in here from last time.
Uh, I think so, Brain, but I get all clammy inside the tent.
I think so, Brain, but I don't think Kay Ballard's in the union.
I think so, Brain, but, the Rockettes? I mean, it's mostly girls, isn't it?
I think so, Brain, but pants with horizontal stripes make me look chubby.
Well, I think so -POIT- but *where* do you stick the feather and call it macaroni?
Well, I think so, Brain, but pantyhose are so uncomfortable in the summertime.
Well, I think so, Brain, but it's a miracle that this one grew back.
Well, I think so, Brain, but first you'd have to take that whole bridge apart, wouldn't you?
I think so, Brain, but "Snowball for Windows"?
Well, I think so, Brain, but *snort* no, no, it's too stupid!
Umm, I think so, Don Cerebro, but, umm, why would Sophia Loren do a musical?
Umm, I think so, Brain, but what if the chicken won't wear the nylons?
I think so, Brain, but isn't that why they invented tube socks?
Well, I think so Brain, but what if we stick to the seat covers?
I think so Brain, but if you replace the "P" with an "O", my name would be Oinky, wouldn't it?
Oooh, I think so Brain, but I think I'd rather eat the Macarana.
Well, I think so *hiccup*, but Kevin Costner with an English accent?
I think so, Brain, but don't you need a swimming pool to play Marco Polo?
Well, I think so, Brain, but do I really need two tongues?
I think so, Brain, but we're already naked.
Well, I think so, Brain, but if Jimmy cracks corn, and no one cares, why does he keep doing it?
I think so, Brain *NARF*, but don't camels spit a lot?
I think so, Brain, but how will we get a pair of Abe Vigoda's pants?
I think so, Brain, but Pete Rose? I mean, can we trust him?
I think so, Brain, but why would Peter Bogdanovich?
I think so, Brain, but isn't a cucumber that small called a gherkin?
I think so, Brain, but if we get Sam Spade, we'll never have any puppies.
I think so, Larry, and um, Brain, but how can we get seven dwarves to shave their legs?
I think so, Brain, but calling it pu-pu platter? Huh, what were they thinking?
I think so, Brain, but how will we get the Spice Girls into the paella?
I think so, Brain, but if we give peas a chance, won't the lima beans feel left out?
I think so, Brain, but if we had a snowmobile, wouldn't it melt before summer?
I think so, Brain, but what kind of rides do they have in Fabioland?
I think so, Brain, but can the Gummi Worms really live in peace with the Marshmallow Chicks?
Wuh, I think so, Brain, but wouldn't anything lose it's flavor on the bedpost overnight?
I think so, Brain, but three round meals a day wouldn't be as hard to swallow.
I think so, Brain, but if the plural of mouse is mice, wouldn't the plural of spouse be spice?
Umm, I think so, Brain, but three men in a tub? Ooh, that's unsanitary!
Yes, but why does the chicken cross the road, huh, if not for love? (sigh) I do not know.
Wuh, I think so, Brain, but I prefer Space Jelly.
Yes Brain, but if our knees bent the other way, how would we ride a bicycle?
Wuh, I think so, Brain, but how will we get three pink flamingos into one pair of Capri pants?
Oh Brain, I certainly hope so.
I think so, Brain, but Tuesday Weld isn't a complete sentence.
I think so, Brain, but why would anyone want to see Snow White and the Seven Samurai?
I think so, Brain, but then my name would be Thumby.
I think so, Brain, but I find scratching just makes it worse.
I think so, Brain, but shouldn't the bat boy be wearing a cape?
I think so, Brain, but why would anyone want a depressed tongue?
Um, I think so, Brainie, but why would anyone want to Pierce Brosnan?
Methinks so, Brain, verily, but dost thou think Pete Rose by any other name would still smell as sweaty?
I think so, Brain, but wouldn't his movies be more suitable for children if he was named Jean-Claude van Darn?
Wuh, I think so, Brain, but will they let the Cranberry Dutchess stay in the Lincoln Bedroom?
I think so, Brain, but why does a forklift have to be so big if all it does is lift forks?
I think so, Brain, but if it was only supposed to be a three hour tour, why did the Howells bring all their money?
I think so, Brain, but Zero Mostel times anything will still give you Zero Mostel.
I think so, Brain, but if we have nothing to fear but fear itself, why does Elanore Roosevelt wear that spooky mask?
I think so, Brain, but what if the hippopotamus won't wear the beach thong?
Thanks, now I've got that theme stuck in my head for the rest of the day.
BEEPATRICE: "Omituring! Help me! I've lost all control of my face display's colour balance!"
ROKO: "Read the manual, girl..."
Beepatrice: "Sometimes it's hard to break habits from former jobs. For instance, I used to be a toaster. That's why my face keeps over heating. Not blushing, not anxious. Honest! Toaster! See?!"
I'd suggest "APL" (an old extremely terse computer language which could write whole programs in a single incomprehensible line).
Looks kinda like Malbolge to me.
Hi back to you! Would you like to introduce yourself?
I think the most horrible programming language I've ever used - that wasn't deliberately intended to be horrible - is an obscure one designed mostly for text editing. It's called TECO.
TECO has one extremely unusual property. Any string of printable characters is a valid program. Any. String. The Gettysburg address is a valid program. I have no idea what it does, but you could run it if you want to and find out.
Well, for what it's worth, Emacs has the same property.
It's just that most characters run the "self-insert' routine.
Yes, that's right. The letter 'a' runs a small e-lisp fragment which inserts an 'a' at the current cursor.
You can't make these things up.
BUT IT'S THE ONE TRUE EDITOR!
Possibly because (at least according to Wikipedia), Emacs was originally implemented in TECO.
Interesting. I've used the TECO editor, but I had no idea it was written in a language also called TECO.
Well, it's one language in which no syntax errors are possible. All errors in TECO are semantic. Even if it's just an error because you mistyped something.
TECO the language was originally part of the project to implement TECO the text editor; but once it existed it could be used to do other things (by the very few who were insane enough to like it) or modify those things (by we very few who were devious enough to wonder how they'd work if changed).
I only ever used it for one project. The semantics are sort of backwards-martian (like reverse-polish, only sideways...).
But yes, it allows you to see where the backwards-martian interface of EMACS came from.


text:
15 years later, Ford's ridiculed concept looks genius
On the Road: Oil-soaked page-turners
Newest Kia Sportage foretells the future of SUVs
Ford's 24.7 concept car, pilloried when it was introduced in 2000, was a harbinger of things to come
by David Booth | November 27, 2015
Ford's 24.7 Wagon concept was ridiculed when it was first unveiled at the 2000 Detroit auto show.Handout
Fifteen years ago, Jacques Nasser, Ford's CEO, was fired, in part because he dared tell the assembled automotive industry at the 2000 North American International Auto Show that "horsepower and zero to 60 times" were dead. He — and Yahoo's then-CEO, Jerry Yang — said that, in the future, automotive performance would be measured in megahertz and access times. Nasser even introduced a concept car — the 24.7 — deliberately rendered as a characterless box to emphasize that, to the future's customers, only the car's interior and its connectivity to the Internet would matter.
The attempted transformation bombed. The 24.7 was roundly pilloried, Yahoo was eclipsed by Google and, barely 18 months later, Nasser was ousted, on his way to dismantling Polaroid, yet another American icon.
Fast forward 15 years and one of the most eagerly anticipated reveals at the 2015 Los Angeles Auto Show was Volvo's Concept 26 — so named because Volvo believes self-driving could "reclaim" as much as 26 minutes of wasted time during each commute. Volvo being one of the leading lights in automotive autonomy, the standing-room-only crowd of assembled automotive journalists anticipated a truly phantasmagorical vision of the future, hidden underneath the requisite silk drape.
Ford's 24.7 Truck concept vehicle
What they got when Anders Tylman-Mikiewicz, general manager of Volvo's Monitoring and Concept Center, lifted the drapes was — spoiler alert — a seat and a dashboard, Volvo's deconstruction of the automobile into nothing but a life-support system for computerized apps and cellphone connectivity, even more complete than Ford's. Behold the brave new world, Volvo seemed to be saying; it doesn't even have wheels.
This seat previews Volvo's autonomous future
Motor Mouth: The hands-free car will disrupt everything
Indeed, while the cars released at the actual motor show were a lunchbag letdown — when Volkswagen's jacked-up-10-millimetres Beetle Dune is roundly acclaimed as the highlight, you know an auto show was boring — the real highlight was the show's Connected Car Expo.
For instance, forget Uber. You know that taxi driving as a profession is dead when the president of L.A.'s taxi commission tells an incredulous audience that the future of inner city commuting is "taxibots," tiny Google-like self-driving runabouts without drivers. The upside, says Eric Spiegelman, is that taxis will be able to self-drive 100,000 miles a year rather than the 50,000 a human driver is limited to. And by eliminating the expense of having to pay a driver — the hardest thing about listening to nerds talk about autonomous vehicles isn't that they don't love cars or driving, but that they view human beings as line items — Spiegelman estimates the cost of a Los Angeles cab could be reduced to as little as 25 US cents a mile, a dramatic reduction from today's US$2.70.
Volvo Concept 26 autonomous vehicle technology is presented at the 2015 Los Angeles Auto Show on November 18, 2015 in Los Angeles, California
That makes the annual cost of cabbing your way to the 13,500 miles the average Los Angelino commutes every year just US$3,500, Spiegelman says, a long way from the estimated US$7,500 he estimates a Toyota Camry would cost to operate. This would also result in the "democratization" of taxicab service, as roboticized cars would have no trouble picking up fares from the "hood" (Spiegelman's words, not mine!). Of course, this would mean some 3,000 Los Angeles cabbies would be out of work. And for all the Uber drivers (30,000 strong in L.A., says Spiegelman), gloating at their conquest of the taxi industry – that affects them, too. Even public transportation will be threatened, Spiegelman says, noting that the taxibot will be cheaper than bus fare for rides of less than seven miles.
And unlike the seemingly stalled electric car revolution — there wasn't a single major EV announcement at the Los Angeles show, usually the greenest of shows — the rush toward automation is almost out of control. Following Tesla's somewhat premature unveiling of Autopilot — owners are already posting scary videos of out-of-control Model S's — Brian Cooley, CNET's editor-at-large and emcee of the Connected Car Expo, noted Audi's anticipated introduction of Piloted Driving next year, Cadillac's Super Cruise the year after and a seemingly endless litany of autonomous projects rolling on to 2025. Indeed, automotive autonomy is such a growth industry in Silicon Valley that there is a shortage of robotics engineers. Uber, for instance, has raided so many engineers from Carnegie Mellon that it has decimated the university's Robotics Engineering Center, and Elon Musk is so desperate for "hardcore software engineers" he recently tweeted that he will be "interviewing people personally."
Lost in all these disruptive announcements — mechanics may not be needed for future car repairs and updates because they are done "over the air," while the 100 million lines of computer code in our cars will soon grow to 300 million — there was some comfort for we old fuddy-duddies. Edison Research, for instance, concluded that, despite the onslaught of Internet-based infotainment, in-car audio entertainment is still very much radio-based. Oh, the terrestrial stations are dying, but Sirius satellite is now four times as popular as it was five years ago. According to Larry Rosin, Sirius XM's segmentation — Margaritaville (for Bohemian alcoholics still searching for that lost shaker of salt) to Chill (poor Johnny Rotten reduced to elevator music) — is negating the need for the personal playlists promised by Pandora and other Internet radio upstarts.
And — despite warning that the automotive industry's "clock speed," the five to seven years automakers currently require to revamp their cars, is being threatened by the speed of the software and smartphone industries' updates — Gary Silberg, KPMG's resident automotive expert, is still bullish on car ownership. "Calling for the death of cars would be wrong," Silberg told Connected Car attendees, noting that autonomy might see more "mission-specific" cars and that self-driving will actually see "miles commuted per person" in automobiles "soar."
Nonetheless, when industry experts need to defend the very existence of the automobile against the intruders in California, you know that the motor world is changing. Somewhere in semi-retirement, Jacques Nasser is smiling.
Automotive Shows
Brian Cooley
CNET Networks Inc.
Concept Center
Driving.ca
Eric Spiegelman
General Motors Corporation
Ground Passenger Transportation
Industrials Sector
Jacques Nasser
Johnny Rotten
Larry Rosin
Passenger Transportation
Robotics Engineering Center
Sirius XM Radio Inc.
Taxi and Limousine Services
Transportation and Logistics Sector
Yahoo! Inc.
Motor Mouth: Should adaptive headlights be mandatory?
2017 Ford GT will use the same glass as your smartphone's screen
SUV Review: 2016 Lincoln MKX
Hybrid Ford F-150 could arrive by 2020
Motor Mouth: Recapping the best (and worst) of 2015
Restored Shelby GT500 prototype unveiled at Barrett-Jackson Auction


What started as a creative one-time accommodation solution devised by two young designers has become the most popular rental service in the world. With more than 600,000 hosts and about 60 million users, Airbnb is a mixture of reliability and convenience for modern travelers. If you want to become a new host on Airbnb, you need to know what obstacles you might come across along the way. Also, numerous benefits are waiting behind the door of your future Airbnb rental.
First and foremost, you have to make a witty plan for the neighbors before you start renting your apartment via Airbnb. Generally speaking, renting your place every few days to new guests could increase the level of noise in the building. Moreover, people might get suspicious and call the police, which wouldn't be helpful for your business efforts.
To avoid such scenes, try to talk to the people living next door. Inform them about your plans and tell them they can call you if there are any issues with the guests. Ensuring such a position will give you enough room to balance between curious neighbors and your business goals. Otherwise, you might end up being grassed directly to Airbnb. Read more about it here.
The furniture you put into your rental will dictate the price of the accommodation unit, the expenses and the guests you're going to host.
First of all, avoid any massive or traditional furniture. If you take a look at some modern Airbnb apartments, you'll see that the main characteristics of their design are simplicity, functionality and practicality; as well as rugs and cushions. For an unknown reason, the majority of Airbnb places have cushions.
Secondly, try to save space wherever you can. Most people offer smaller apartments on Airbnb, so be economical with space. For instance, you should go for bunk beds or loft beds and a sofa in the empty space beneath them, advise the guys at BedWorks.
On the other hand, don't even think about ditching your old furniture items to your Airbnb place. You'll get bad reviews and your entire business idea will fail.
This is the tricky part, especially if you're not the owner of the place you rent out. Basically, tenants shouldn't sublet their apartments. Therefore, if you're not the owner of the place you want to rent out, give up immediately and don't get into trouble with the tax authorities.
As for legal owners, they will have to include the income they make in their tax return. Depending on their other incomes and properties, the money they make via Airbnb renting might or might not be included in the tax deduction. Find out more about Aibnb rental incomes and taxes in the Wall Street Journal.
The great thing about this service is that you don't have to host everybody who sends you a request. The rule of thumb when it comes to different guest types is that you should avoid accepting unverified users. The Airbnb management has introduced some practical verification rules, which include revealing your ID or passport number to the service. Although this issue has raised some controversy, it serves as a great security leverage for all three interested parties: the service, the hosts and the users.
Also, even if your potential guest is a verified user, read the reviews from their previous hosts. All those features should give you enough information to make the right decision.
As you can see, renting out a place via Airbnb is no bed of roses. Many things have to be taken into consideration. The bottom-line is that using this service as an addition to your regular salary is more convenient and less stressful than starting a full-scale, multiple-property Airbnb business.


A brilliant rhinestone design embellishes your custom bride to be tank or tee. You can personalize this gorgeous Bride To Be rhinestone design with a variety of garment styles including the Misses tank and classic t-shirt as well as the rhinestone crystal color and heart color to make this into a great personalized gift for her engagement party or bridal shower. She will be sure to proudly show off her heart in love with our custom t-shirt. Choose any lettering desired to make this uniquely your own!


As love stories go, Floppy and Beast's is an unusual tale. Their "romance" becomes even more extraordinary when you realize Floppy's the Puli mascot for a Hungarian IT company and Beast is none other than the pet dog of Facebook founder Mark Zuckerberg!
Ever since "love at first sight," the lovestruck pooch has been working with her human friends to pop the question to handsome Beast. This hilarious music video is the result of their antics, although word on the street's that Beast has yet to respond to Floppy's romantic proposal.
Will puppy love conquer all?


text:
<?php

return array(
    'router' => array(
        'routes' => array(
            'home' => array(
                'type' => 'Zend\Mvc\Router\Http\Literal',
                'options' => array(
                    'route'    => '/',
                    'defaults' => array(
                        'controller' => 'Application\Controller\Index',
                        'action'     => 'index',
                    ),
                ),
            ),
            // The following is a route to simplify getting started creating
            // new controllers and actions without needing to create a new
            // module. Simply drop new controllers in, and you can access them
            // using the path /application/:controller/:action
            'twitter' => array(
                'type'    => 'Literal',
                'options' => array(
                    'route'    => '/twitter',
                    'defaults' => array(
                        '__NAMESPACE__' => 'Application\Controller',
                        'controller'    => 'Twitter',
                    ),
                ),
                'may_terminate' => true,
                'child_routes' => array(
                    'show' => array(
                        'type'    => 'Segment',
                        'options' => array(
                            'route'    => '/:id',
                            'constraints' => array(
                                'id'     => '[a-zA-Z0-9_-]*',
                            ),
                        ),
                    ),
                ),
            ),
        ),
    ),
    'service_manager' => array(
        'factories' => array(
            'translator' => 'Zend\I18n\Translator\TranslatorServiceFactory',
        ),
    ),
    'translator' => array(
        'locale' => 'en_US',
        'translation_file_patterns' => array(
            array(
                'type'     => 'gettext',
                'base_dir' => __DIR__ . '/../language',
                'pattern'  => '%s.mo',
            ),
        ),
    ),
    'controllers' => array(
        'invokables' => array(
            'Application\Controller\Index' => 'Application\Controller\IndexController',
            'Application\Controller\Twitter' => 'Application\Controller\TwitterController',
        ),
    ),
    'view_manager' => array(
        'display_not_found_reason' => true,
        'display_exceptions'       => true,
        'doctype'                  => 'HTML5',
        'not_found_template'       => 'error/404',
        'exception_template'       => 'error/index',
        'template_map' => array(
            'layout/layout'           => __DIR__ . '/../view/layout/layout.phtml',
            'layout/openshift'        => __DIR__ . '/../view/layout/openshift.phtml',
            'application/index/index' => __DIR__ . '/../view/application/index/index.phtml',
            'error/404'               => __DIR__ . '/../view/error/404.phtml',
            'error/index'             => __DIR__ . '/../view/error/index.phtml',
        ),
        'template_path_stack' => array(
            __DIR__ . '/../view',
        ),
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);

redpajama_set_name: RedPajamaGithub


KINGS POINT, N.Y. (Sept. 12, 2018) - The USMMA men's soccer team stole an exciting 2-1 victory over visiting Centenary University on Wednesday night at Brooks Stadium thanks to a second-half comeback capped off by an 89th-minute goal by sophomore Zach Lysakowski (Reading, Pa.). The Mariners' record improves to 3-1 on the year, while the Cyclones drop to 1-4.
Merchant Marine trailed 1-0 after the opening half despite outshooting Centenary, 12-5, over the 45 minutes, including four shots on goal that were turned aside by the Cyclones' senior keeper Devon Warne and a couple that were just high (with one hitting off the crossbar).
Centenary's goal came in the 16th minute off a bit of a set "trick" play, when, from the near side at midfield, freshman Sebastian Montoya kicked the ball up the right side and a Cyclone player faked receiving the pass and let it slide under his feet to senior Sebastian Hernandez, who raced up the right side, around the Mariner defense and fired a shot low past junior Matthew Milner (Mount Airy, Md.).
The Mariners struck with the equalizer in the 65th minute, when senior Michael Mischler (Monroe Township, N.J.) corralled the ball near midfield and dribbled up into the attacking third. He let off a high shot that got over Warne's outstretched arms and found the back of the twine.
As the game seemed to be destined for overtime late in the second, Lysakowski notched his third game-winner of the season when he took the ball down the far side, powered past the Cyclone defenders into the box and flicked the ball up into the air, over Warne's arms again, but it bounced to the near post, where Lysakowski's head met the ball and he tapped it into the net with just 1:43 to go in regulation.
When all was said and done, the Mariners finished with a commanding 28-10 advantage in shots, and Warne ended the night with 10 saves. Milner recorded two saves in the victory.
Up next, the Mariners will host non-conference opponent Lehman College this Saturday, Sept. 15. Action is set to get underway at 1 p.m. at Brooks Stadium. Live stats and a live video feed of the game will be available with links on the USMMA Men's Soccer Schedule Page.


The Church of the Brethren was founded as the German Baptist Church in 1708, at Schwartzenau, Province of Wittgenstein, Germany when eight souls were baptized in the river Eder. Alexander Mack was its leader. In 1720, under bitter persecution, the congregation fled to Westervain in West Friesland. Meanwhile, Peter Becker organized the first emigration of members to America, landing in Germantown, PA in 1719. On Christmas Day, 1723, the first baptism of six new members took place in the Wissahickon Creek.
The Brethren continued their journey westward, forming the Coventry Congregation, then the Conestoga Congregation, then moving further west into southern Pennsylvania, where seven congregations were organized, and south into the Piedmont area, namely Maryland and Virginia.
In 1758, the Codorus Church of the Brethren became the third congregation formed in York County. The Codorus Church continued to reach out, forming mission churches at New Freedom and in York. In 1883, the York Church was built at the corner of King St. and Belvidere Ave. Sunday School began in 1894, and First Church became a separate congregation on July 20, 1895. First Church formed an East York Mission Sunday School which met in a fire house.


text:
Q: Average values in c, without exceeding value data type? As above how can one average an array of values, without adding all into a float, this is aimed to be used in an 8 bit/16 bit micro, to alleviate time crunching floats. I have come up with a method, but I fear it is more cumbersome than adding all into a float and dividing. I will attach code below.
Average is reduced to first element in ADCsample array
Average.c
#include <xc.h>
#include "Average.h"
#include "Initialize.h"

/*
 (x+y)=((x&y)*2)+(x^y)
 (x+y)/2=(x&y)+((x^y)>>1)
 Does not overflow data type when done in pairs
 * No need for floats
 * array must have 2/4/8/16/32...values to be averaged
 * Accurate rounding
 */
void Average(void)
{
    x=0;
    for (x=0; x<ADCsamplesize; ++x)
    {
        ADCsamples[x].value=ADCsampleraw[x];
        ADCsamples[x].upflag=0;
    }

    x=0;
    y=0;
    z=ADCsamplesize/2;

    while(z!=0)
    {
        if (((ADCsamples[y].value&0x01)^(ADCsamples[y+1].value&0x01))==1)       //is rounding needed? (even/odd mismatch)
        {
            if((ADCsamples[y].upflag^ADCsamples[y+1].upflag)==1)                //if ONE has been rounded before
            {
                    if (ADCsamples[y].upflag==1)                                //which to round down?
                    {
                        ADCsamples[y].value--;
                        ADCsamples[y].upflag=0;
                    }
                    else
                    {
                        ADCsamples[y+1].value--;
                        ADCsamples[y+1].upflag=0;
                    }
            }
            else                                                                //round up
            {
                if (ADCsamples[y].value!=65535)                                 //overflow protection
                {
                 ADCsamples[y].value++;
                }
                else
                {
                    ADCsamples[y+1].value++;                                    //in the event of a mismatch y and y+1 cannot both be data type max
                }
                ADCsamples[x].upflag=1;                                         //mark as being rounded up
            }
        }
        else
        {
             ADCsamples[x].upflag=0;                                            //as elements are reused, clear rounded flag
        }

        ADCsamples[x].value=(ADCsamples[y].value&ADCsamples[y+1].value)+((ADCsamples[y].value^ADCsamples[y+1].value)>>1); //bitwise average of 2 values, not possible to overflow

        if (x+1!=z)
        {
            x++;
            y=y+2;
        }
        else
        {
            z=z>>1;
            x=0;
            y=0;
        }
    }
}

Average.h
#ifndef AVERAGE_H
#define AVERAGE_H

#include <xc.h> // include processor files - each processor file is guarded.

#ifdef  __cplusplus
extern "C" {
#endif /* __cplusplus */
    unsigned char z;
    unsigned char x;
    unsigned char y;
    unsigned char const ADCsamplesize=8;

    unsigned int ADCsampleraw[]=
    {
    123,516,4569,3521,852,456,981,852
    };

    typedef struct sample{
        unsigned int value;
        unsigned int upflag;
    }sample;

    sample ADCsamples[8];

    void Average(void);

#ifdef  __cplusplus
}
#endif /* __cplusplus */

#endif  /* XC_HEADER_TEMPLATE_H */

A:
this is aimed to be used in an 8 bit/16 bit micro, to alleviate time crunching floats.

IMO, OP has chosen a sub-optimal solution by restricting "Average values ... without exceeding value data type".
For a small micro, add the values up in an integer type that is twice the width of the samples and then divide.

If still wanting to average without a wider type and no overflow, the below does the job.
// (n-1)*(n-1) should be <= UINT_MAX
int average_unsigned(unsigned n, const unsigned a[]) {
  if (n <= 0) {
    return 0;
  }
  unsigned partial = 0;
  unsigned residue = 0;
  for (unsigned i = 0; i < n; i++) {
    partial += a[i] / n; // If n is a true constant and power-of-2,
    residue += a[i] % n; //   these 2 steps are fast   ***
  }
  return partial + residue / n;
}

*** If n is a run-time variable, yet still a power-of-2, replace / n with >> log2n and % n with & (n-1).

redpajama_set_name: RedPajamaStackExchange


I am absolutely thrilled to the marrow to learn that CNN is booting Tucker Carlson out into the cold mean streets. No mercy. He's gone. And so is the obnoxious program, Crossfire, on which he and his equally useless co-host, Paul Begala, did nothing to inform, but a great deal to confuse. I gave up on the program a long time ago because I couldn't understand anything anyone said since they all screamed at each other at once.
I'm pleasantly surprised to learn that the new president of CNN referenced Jon Stewart by saying, "I agree wholeheartedly with Jon Stewart's overall premise." And that is—ranting partisan political shows on cable were "hurting America." It was a fine day for broadcast journalism when Stewart blasted Carlson and Begala on their own program and left them slack jawed and speechless a couple of months ago.
The new CNN president believes that CNN should be in the business of reporting the news, not discussing it.
Well, we'll see how it goes. But anyone who thinks Jon Stewart was on the money probably has his head screwed on right.
Web of Influence By Daniel W. Drezner, Henry Farrell. (Foreign Policy magazine, November/December 2004)—no registration required.
And it may be one of the most realistic articles about the effect of blogs on not only the 4th estate, but foreign policy. The article doesn't thumb its nose at blogs as we've recently become accustomed to reading. Quite the contrary, in fact. The section about Professor Juan Cole is a good example.
Cole's transformation into a public intellectual embodies many of the dynamics that have heightened the impact of the blogosphere. He wanted to publicize his expertise, and he did so by attracting attention from elite members of the blogosphere. As Cole made waves within the virtual world, others in the real world began to take notice.
Blogs are becoming more influential because they affect the content of international media coverage. Journalism professor Todd Gitlin once noted that media frame reality through "principles of selection, emphasis, and presentation composed of little tacit theories about what exists, what happens, and what matters." Increasingly, journalists and pundits take their cues about "what matters" in the world from weblogs. For salient topics in global affairs, the blogosphere functions as a rare combination of distributed expertise, real-time collective response to breaking news, and public-opinion barometer. What's more, a hierarchical structure has taken shape within the primordial chaos of cyberspace. A few elite blogs have emerged as aggregators of information and analysis, enabling media commentators to extract meaningful analysis and rely on blogs to help them interpret and predict political developments.
One of the things you probably don't know about me is that I am a long-time weather junkie. So, when a hurricane rears its ugly head, I can be found with the television remote in hand, flipping between The Weather Channel and any other channel doing a good job of coverage. Unlike others who gripe about "The Hurricane Channels" that replace the otherwise pitiful news channel programming, I'm the one who is thinking they're finally doing something useful with our airwaves. Last night it was Scarborough Country on MSNBC and I'll even overlook the few moments of having to listen to Halley Barbour drone on about his state's good fortune. (I don't like Halley Barbour).
Over and over I listened to authorities and weather persons talk about the importance of safety first and worries about damage later. True enough. Lives can't be replaced. But that has to be small cold comfort to those who have lost everything to the forces of nature. Some folks greeted this morning, along the Gulf Coast, with their skins still intact, but with nothing else left. Unless you're in that situation, it's hard to imagine just what would be going through your mind. I'm not too sure I'd feel grateful, though I'm pretty sure I'd feel a little guilty for not feeling grateful on some level. But no, in facing the enormity of loss that some of the folks down there are facing this morning, I don't think the platitudes of "be thankful you're alive" would offer much solace.
While I watched the Hurricane Coverage last night, I found the difference between the Weather Channel and Scarborough Country striking. The imported reporters and meteorologists from the Weather Channel seemed to have little invested in the locations they were covering. Their unbridled enthusiasm and excitement over being in the hot seat showed. Scarborough, on the other hand, comes from Pensacola and Hurricane Ivan was personal. I'm not a Scarborough fan, but last night he did a good job. I appreciate the human touch he injected into his show's coverage, but more than that, he did a yeoman's job of pulling together his resources—critical information from critical people, from Washington to the Gulf—to keep the Gulf Coast residents informed of what was happening, what was going to happen, where the shelters were located, what the law enforcement officials in the various communities along the coast were advising. Useful information.
Having gone through a small, but frightening, Category One hurricane thirteen years or so ago, I can appreciate the personal anecdotes related to the sounds and sights of being in a hurricane—along with acknowledging the fear...and knowing there are a lot of other people out there who care. But what you really want to know when you're about to get slammed by an enormous force of nature is what federal, state and local officials are saying, where the shelters are, what help will be there as soon as the hurricane has passed, what procedures one must follow for aid or claims, when curfews will be lifted and the like.
Scarborough delivered and I was impressed. It was one night of the year when political differences were put on hold. He didn't even attempt to get in any political pot shots. I appreciated it.
Good luck to the Gulf Coast residents. My heart goes out to you for your exhaustion, losses, and sorrows.
Meanwhile, The Red Cross really needs some assistance. Please consider sending a donation. Hurricane season isn't over yet and their coffers are already seriously depleted from Charley and Frances.
Project Censored 2005: The Top 25 Censored Media Stories of 2003-2004. I would be hard-pressed to select one story that stands out above the others, however, I might consider High Levels of Uranium Found in Troops and Civilians a contender. It's sad reading, but it should be read.
Project Censored explains: "The Mission of Project Censored is to educate people about the role of independent journalism in a democratic society and to tell The News That Didn't Make the News and why.


text:
Sorry, but this page needs Javascript to run.
MARELI
Entrepreneur - Global Networker - International Author - Authenticity Authority
Award Winning International Transformational Speaker - Award Winning International Radio Host
"...one of the top female up and coming entrepreneurs and amazing powerful woman. If you get the chance to network with her or do business with her, get to know her. She is phenomenal. She has made the impact on so many of my clients' lives and she is a person who makes herself extremely valuable to others... and that's what success is. Success is not a matter of chance but a matter of choice. You cannot afford not to talk to her..."
- JT Foxx, The World's Number One Wealth Coach
GLOBAL NETWORKER
TRANSFORMATIONAL SPEAKER
Mareli is not only a formidable business woman, global networker and entrepreneur, but also a widely recognized International Radio Host, Transformational Speaker and -Coach on the subject of Authenticity. Going from high school loner to being known as and called "The next female JT Foxx" by JT Foxx himself, Mareli knows the freedom in finding your authentic self and expanding one's comfort zone for growth. Her mission is to inspire,create and empower a movement of people from all walks of life to find and become the best, authentic "me" they can be in their personal and/or professional lives.
"There is great freedom to be found in being your authentic self." - Mareli ME Scott
Some of the highlights in Mareli's speaking career includes hosting a few episodes of the popular South African DSTV television show: "MK Kampus", speaking to up to 3000 entrepreneurs and business experts from around the world on numerous occasions, interviewing millionaire- and billionaire tycoons like Margaret Hirsch: COO of Hirsch's Home Store; George Ross: The Apprentice Judge & Donald Trump's former right-hand man for more than 40 years, speaking on internationally known stages like the National Achievers Congress, the famous BAFTA (British Academy of Film and Television Awards) in London and sharing the stage with global business experts, -coaches and -celebrities including:
From a young age, Mareli Scott had the belief that she was destined for greatness buried deep inside of her. She believed it with her whole heart although reality begged to differ. Even though she struggled to fit in at her new high school, she made a decision to not change herself or her beliefs for anyone else, even if it meant not having a lot of friends. She believed that people would someday appreciate her for who she is.
After completing high school, Mareli chose to grab this new chapter life was handing her with both hands: university...
Mareli got involved in a student organization called Vividus Day House. Escaping the box she couldn't fit into, she made a lot of friends and blossomed. By the end of her first year at the University of Pretoria, she was elected as Sport Executive Committee Member of Vividus Day House which earned her the responsibility of coördinating all sport-related activities. She grew tremendously and gained a lot of valuable organizational experience. By this time Vividus Day House had grown so big, boasting more than 1000 members, that the men and ladies had to split into two separate Day Houses.
The following year, Mareli pushed herself even further and was elected as Chairwoman (Primaria) of the biggest Ladies Day House in South Africa, Vividus Ladies Day House, boasting more than 700 members during 2008. This role stretched her comfort zone even further and helped her turn some of her greatest fears and weaknesses into strengths: public speaking and business management. The same year she co-scripted and hosted a few episodes of "MK Kampus", a popular South African television show on DSTV. Huge accomplishment for someone who was previously very shy and insecure.
Mareli Scott received her BA Human Movement Science degree from the University of Pretoria in 2010.
Driven by her desire to never stop learning, she explored various fields after university: fitness coaching, restaurant management, rehabilitation of underprivileged adults and children with disabilities, children motor skills development, event management, publishing and printing to name a few. Mareli later discovered a great passion for design and entrepreneurship.
Mareli now calls local and global celebrities and -business icons her friends. Recently branded "The Next Female JT Foxx" by JT Foxx, the World's Number One Wealth Coach and serial entrepreneur, she constantly pushes her comfort zone for maximum growth, and strives to become the best version of herself daily.
Today Mareli Scott is a passionate business woman, entrepreneur, global networker and speaker developing various companies and brands.
"I live my life by one simple rule: Reach for the stars... but keep your feet on the ground." - Mareli Scott
Mareli's story certainly doesn't end here and you can expect even greater things from her in the future. Connect with Mareli and join her journey on social media:
facebook twitter Google+ linkedin youtube
WHAT MARELI'S BEEN UP TO
Mareli won the Radio W.O.R.K.S. World International Speaker Award in London following her Authenticity Series as International Radio Host.
Mareli had the honour of spending a few days with and interviewing George Ross, The Apprentice Judge and Donald Trump's former right-hand man after being invited to an exclusive tour of the Nelson Mandela Foundation with him.
Mareli personally received one of the first copies of Robert Kiyosaki's new book after speaking on the same stage at the National Achievers Congress in Pretoria, South Africa.
Mareli featured in Wealth Ladder Magazine.
Mareli was nominated to receive an Author's Award and launched her book "Authentic ME" at the famous BAFTA (British Academy of Film and Television Awards) in London, December 2016.
Click HERE to read more about and order her book.
Double-click to edit
"Life without risks is not worth living." - Charles A. Lindbergh
LET'S CONNECT TODAY
© mareli scott 2016


This volume is a Special Report of IPCC. Extreme weather and climate events, interacting with exposed and vulnerable human and natural systems, can lead to disasters. This Special Report explores the challenge of understanding and managing the risks of climate extremes to advance climate change adaptation. Weather- and climate-related disasters have social as well as physical dimensions. As a result, changes in the frequency and severity of the physical events affect disaster risk, but so do the spatially diverse and temporally dynamic patterns of exposure and vulnerability. Some types of extreme weather and climate events have increased in frequency or magnitude, but populations and assets at risk have also increased, with consequences for disaster risk. Opportunities for managing risks of weather- and climate-related disasters exist or can be developed at any scale, local to international. Some strategies for effectively managing risks and adapting to climate change involve adjustments to current activities. Others require transformation or fundamental change.


from the 1.49 GHz VLA DnC-configuration map of NGC 7582 in Condon (1987).
Overexposed. Bright star 1.4 following.
Overexposed center, patchy arms, knots. Superposed on cluster.
Forms a pair with NGC 7590.
Both have the same handedness to their spiral pattern.
In a group with NGC 7582 and NGC 7590.
branches, dark lane on one side.
See also M.N.R.A.S., 81, 601, 1921.
Non-interacting pair with NGC 7590 at 4.9 arcmin.


text:
Cailey Presley Fleming (* 28. März 2007 in Picayune, Mississippi) ist eine US-amerikanische Schauspielerin. Internationale Bekanntheit erlangte sie mit der Rolle der Judith Grimes in der Fernsehserie The Walking Dead.

Leben und Karriere
Fleming wurde in Picayune, Mississippi geboren. Mit acht Jahren hatte sie ihre erste Rolle in Star Wars: Das Erwachen der Macht. Seit der neunten Staffel spielt sie in der Horrorserie The Walking Dead die Rolle der Judith Grimes. Seit der zehnten Staffel gehört sie zur Hauptbesetzung.

Filmografie
 2015: Star Wars: Das Erwachen der Macht (Star Wars: The Force Awakens)
 2015: One Mississippi (Fernsehserie, Episode 1x01)
 2016: Memoir (Kurzfilm)
 2016: Desolation
 2016: Rendezvous mit dem Leben (The Book of Love)
 2017: Armed Response – Unsichtbarer Feind (Armed Response)
 2017: Preacher (Fernsehserie, Episode 2x13)
 2017: Better Things (Fernsehserie, 4 Episoden)
 2018: Supercon
 2018: Hover
 2018: Peppermint: Angel of Vengeance (Peppermint)
 2018: Creepshow (Fernsehserie, Episode 1x01)
 2018–2022: The Walking Dead (Fernsehserie, 33 Episoden)
 2019: Star Wars: Der Aufstieg Skywalkers (Star Wars: The Rise of Skywalker)
 2021: Loki (Fernsehserie, Episode 1x04)

Weblinks

Filmschauspieler
Kinderdarsteller
US-Amerikaner
Geboren 2007
Frau

redpajama_set_name: RedPajamaWikipedia


text:
To Ease Crushing Debt, More Med Students Are Choosing To Study In 'Dirt Cheap' Texas
Tuition costs for in-state medical students are far lower than they are for non-Texans.
By Lauren SilvermanNovember 17, 2017 9:30 amBusiness & Your Money, Education
Lauren Silverman/KERA News
Kelly Johnson studies for an exam in the house she bought to become a Texas resident. She estimates she'll save $50,000 on tuition over the next three years by becoming a Texas resident and studying at the Texas College of Osteopathic Medicine.
From KERA:
When Dallas doctor Don Read enrolled in medical school at the UT Medical Branch at Galveston in 1964, he had to pay more than other students because he wasn't a Texas resident.
"Back then I paid $500," he says. "So things have changed a little bit since then."
Take Kelly Johnson. She lives in Fort Worth with three other women in a single-story ranch house. The roommates are all students at the University of North Texas Health Science Center's College of Osteopathic Medicine. And they've all taken out tens of thousands of dollars in loans.
"I think anybody that's going into medicine, unless your parents are footing the bill, or you have some way of paying for it, you're just expecting to be drowning in loans by the time you graduate," Johnson said.
How doctors go into debt
Seventeen years ago, medical school grads owed an average of $125,000. Today, that average has climbed to $190,000, according to the Association of American Medical Colleges. Jim Dahle, an emergency physician who runs a personal finance site called The White Coat Investor, said he's seen even worse.
"I've run into lots of doctors with $900,000 in student loans," he says. "My record is actually $1.2 million."
Racking up a million dollars in medical school loans is surprisingly easy, Dahle says.
"You basically just pay for [the] entire education on credit and let it run," he says. "For example, if you went to an expensive undergraduate institution where the tuition was $40,000 or $50,000 per year, and you borrow the whole thing, plus your living expenses, you would start med school $200,000 or $300,000 in the hole."
Then, four years of medical school could run you up to nearly $500,000; plus residency, where you're not making enough to pay off the debt, and by the time you come out, it's $1 million.
"And then if you're a pediatrician making $150,000 a year, you're in deep trouble," Dahle says.
That's one reason future doctors like Johnson, who's originally from Southern California, are choosing to study in Texas.
"It's remarkably cheaper," she says.
Becoming a Texan to save money
It's so much cheaper that Johnson bought a 1960s house in Fort Worth to help save on medical school. As a Texas resident, she'll only have to pay $19,000 a year. That's about the average in-state, compared to a national average of more than $32,000.
In fact, the least expensive public medical school is Texas A&M Health Science Center. And in the last few years, several new medical schools have opened in Texas, bringing the total to more than a dozen.
One of Johnson's roommates, Morgan Neale, always dreamed of becoming a doctor. She came from a family of missionaries and was raised in Midland.
"I really lucked out in Texas," Neale says. "Because there's a lot of options here, and it is cheap, comparatively…dirt cheap."
Even for an in-state student, Neale says the final price tag can be daunting. She racked up $50,000 in debt as an undergrad at Baylor. So, by the time she graduates, she'll owe around $250,000.
Neale wants to study infectious disease and work in Kenya, a place she grew up visiting. But to pay off that $250,000 in loans, she estimates it will take her a decade.
"It does sound like a long time," Neale says. "But a lot of the doctors I've shadowed and worked with have been in practice 20 years and are still making student loan payments."
Why feel sorry for doctors
Dahle said people assume doctors make lots and lots of money, but that doesn't mean they're wealthy.
"When you owe three or four times your annual salary in student loans that basically eats up most of that disposable income that you have," Dahle says.
Still, the public generally doesn't have much sympathy for doctors with debt. Dr. Val Jones doesn't either.
"I'm with the public all the way on this," Jones says. Earlier this year, she wrote a blog post on her website to her colleagues:
"You sound like a bunch of whiners and kind of entitled brats, frankly, when you complain about the debt compared to the debt of others who don't have the ability to get a high paying job when they graduate."
In case you're wondering, Jones finished med school at Columbia University with $250,000 in student loans. She says she lived frugally and eventually became a specialist in physical medicine and rehabilitation.
That's an important point because specialists tend to earn more money than family doctors. Some earn as much as $400,000, whereas a primary care doctor pulls in half that. The low pay for primary care doctors is one reason there's a shortage of these doctors in Texas.
Back in Fort Worth, Johnson says her roommates aren't sure what their ultimate career in medicine will be. The only thing that's certain is they'll be paying off debt for years to come, albeit a little less than most med school students in other states.
Texas Standard For November 17, 2017
Kevin Brady Leads The Charge To Pass GOP Tax Plan
Could Money For Post-Harvey Rebuilding Come From China?
Dealing With Gun Violence As A Mental Health Problem, Policymakers Often Fall Short
Despite Presidential Promises, A Texas Town Looks At Life After Coal
John Cornyn Co-Sponsors Bill To Toughen Adherence To Gun Background Check Rules
'Justice League Day' Includes A Special Houston Edition of A Classic DC Comic
Typewriter Rodeo: Texas Weather
Women Report 'Rampant" Harassment At The Texas Capitol


Home / Asia / Industry News / Variety / Exclusive: Employee Retention- What Employers Think?
For any organization be it an established organization or a start-up, the growth depends upon the quality and performance of team members. Human resources become most critical aspect as far as organizational growth is concerned. While it is easy to hire new employees on a frequent basis or whenever required, it is equally important to retain them. Retaining employees can fetch tremendous benefits for organizations. Benefits of retaining employees are mostly intangible and it can be assessed only after a certain period of time. Human Resources experts often say that investing in an employee who is already working with the organization is much more meaningful than hiring new employees.
WorldHRDiary.com spoke to both well-established organizations and start-ups to find out their take on this very subject of employee retention. Let us find out various aspects of employee retention and what these organizations think about this subject.
First of all, let us hear out what established organization like Relaxo Footwears has to say about employee retention and why should candidates join established companies.
How difficult to retain a talent?
For a growing economy like India it is difficult to retain talent if a company does not have an articulated and well communicated Employee Value Proposition which involves not only Total Rewards, but also Learning & Development and the pride associated with working for a company which has social recognition. Relaxo tries to retain talent by offering not only a market comparable salary but growth opportunites and providing an environment to employees which fosters entrepreneurship, coupled with accountability, at a very initial stage. Our employees also take pride in the culture of the company and our ethical way of conducting business. However, due to quality learning imparted to our employees, we become poaching ground of talent for our competitors.
Are established companies preferred by candidates than start-ups?
Joining a startup is associated with the risk appetite of the candidates and also the rewards associated with such risk. Hence candidates in early stages of career or at an advanced level of career are attracted to startups, whereas candidates in middle of their career prefer established companies.
Why should one join an established organization?
Relaxo is one of the largest organized footwear in Asia. We have created a formidable reputation of being a company which treats its employees fairly, a company which is driven by processes and systems, unlike many others in the industry and we are appreciated for our corporate values and high ethical standards. Relaxo has some world class programs for employees, such as Leadership Development Program, focus on trainings and employee engagement programs. Employees join Relaxo with a long term view of learning and growth opportunities.
Relaxo, as an organization, works on two dimensions, viz. Development and Hygiene, to create an employer brand. Our HR Strategy, policies and activities are aimed at achieving this.
1. Leadership Development Program aimed at creating a pipeline of leaders.
2. Career Planning for our critical resources, which involves taking them through various programs to develop their functional skills and behavioural competencies. The programs also take such hi potential employees through MDP's offered by some of the prestigious institutions.
3. Employee Rigour on improving Employee Engagement which is measured every year through an Employee Engagement Survey. Engagement plans are created and monitored at the business unit level.
4. A Robust and transparent Performance Management Process which is aided by online systems, ensuring goal setting and providing continuous feedback on performance.
5. A very robust Rewards and Recognition program to recognize exceptional performance as well as behaviour.
1. Dedicated 24/7 toll free number and mail to register a grievance. Our grievance handling mechanism is monitored through rigorous TAT and an escalation matrix.
2. A very strong Code of Conduct which is driven by continuously educating people through WBT (Web Based Training).
3. We have concierge service for our employees wherein they can get help on their personal odd jobs.
4. Higher Education Policy for the Staff members.
5. Merit Scholarship for the employees Children.
Now, let us find out what Indian start-ups have to say about employee retention. WorldHRDiary.com spoke to various start-ups from across India about this subject.
Creativity, hard-work and application of oneself in the problem being solved.
How difficult to retain a talent for start-ups?
Not very difficult if you can create an engaging environment for young, brilliant minds to immerse in exciting and challenging problems. Off course sometimes we find employees who do not share our sense of purpose and drive, in which case it doesn't work out and we let them go.
Hard to generalize, we certainly look for candidates who prefer start-ups and the opportunity to learn and grow in several dimensions. There are increasingly more candidates who prefer small company culture over large corporations.
Why should one join a start-up?
Passion to create something new, urge to solve hard problems, burning drive to change the world! Off course in this journey candidates learn many things, including new cutting edge technologies, ability to work closely with a team of people often under high stress situations and ability to co-exist with a dynamic and often chaotic situation. These are very useful life skills for an entrepreneur.
We try and keep the start-up very flat with very few levels of hierarchy. We encourage risk-taking and innovation by allowing our employees to try new things even if many of them don't succeed. We hold talks every month by an expert which keeps the learning and interaction levels high; we also do internal courses to keep them updated on the latest and most relevant technologies. We also promote fairly young employees to more senior tasks/positions based on their innovations and initiative not only based on experience or college-degree.
The foremost qualities that startups are on the lookout for is an adaptable and flexible candidate. As most startups do not have a fixed office space, an employee who is quick to adjust to different work settings and is available on call at the time of need has an edge over a candidate that favors a nine to five. In addition, multitasking capabilities certainly outscore other considerations while scouting for a potential talent.
As long as the Employee Value Proposition (EVP) on offer is of appeal to the employees, retention would not be an issue. However such EVPs should be regularly and consistently updated so as to be relevant all throughout. There are numerous cases where being loyal to the start-up have resulted in dramatic change in financial fortunes of employees.
In today's context, this question assumes a subjective nature. For those individuals that have a zealous learning streak within them and a risk taking appetite, startups or established players make hardly any difference. This is generally observed with entry level employees. There are numerous cases of industry stalwarts from established brands moving over to start-ups.
Do not join a startup to include a cool quotient tag in your resume. Join a startup if you can visualize yourself collaborating with the Founder/ Co-Founder and working towards achieving the Mission and Vision of the business.
As an employer, we primarily look for a fit with the organization culture. Since LIFT Academy is in the Skilling space and that too with a social objective, we look for attitudes, enthusiasm and the drive to deliver with passion.
Retention of talent is challenging for any organization not just for start-ups. Start-ups have a unique demand; employees need to understand the vision of the company, believe in it and should feel they can contribute to the vision. There will be a lot of short term pain and demands and it definitely will not be an easy life but it will be an exciting life. So if the choice of the candidates is right and if the company can keep them motivated retention can happen.
No. Basically the type of candidate who would prefer an established company are of a different mindset as opposed to guys who prefer start-ups. Only where a candidate prefers a start-up out of greed or the hype of the start-up would there be a problem. Predominantly, most candidates would be conservative and join established companies and start-ups really do not need such mindset anyway.
Start-ups are an exciting place to work and gives the candidates an opportunity to be part of a new creation rather than be a cog in a wheel in a large established set up. Start-ups also exposes the candidates to various aspects of an organization as in start-ups everyone multi-tasks. This exposure would actually help the candidate to grow into a larger role with greater responsibilities preparing them for general management positions.
We have an open atmosphere where everyone is free to contribute. By design we have expanded everyone's role beyond what they had been doing previously. What we promise new entrants is a lot of excitement and opportunities rather than security and safety, no sedate work life! We back this up with support from the top so that they do not feel helpless or thrown into the deep end. We feel this would attract the right candidates with some risk taking abilities, self-confidence to learn and grow and be part of a mission. So far we have been proved right!
The two fundamental qualities we look for in a candidate are (a) agility and (b) the ability to deal with ambiguity. For someone to work in a startup like Edureka, he/she needs to be driven by change. We believe in the 'fail small but fail fast' philosophy where major decisions can turn on their head if we sense the smallest hint of failure. We require a taskforce that is open to this sort of change. Also, in 'greenfield' workplaces like ours, we constantly device new ways of doing things, and there are constant phases of ambiguity before an initiative or a project becomes successful. Having said all of this, a candidate who is open to change and is self-driven can have a whale of a time in a startup.
It is quite challenging to retain talent at startups. Since startups are relatively smaller organizations, it is difficult to fill in 'bridge roles', which is an intermediate role. An employee might be senior enough to take on new responsibilities but we may only have a role that is two steps higher than his/her competency. In such a situation, we have to constantly find new ways to enrich and enlarge existing job roles to keep employees motivated.
Not at all! While this may have been true a couple of years back, we now have an entirely new breed of candidates who are consciously looking to join startups. They understand that in a startup, there is tremendous potential for growth, and one is not bound by scope. For the self-driven, a startup is a perfect workplace, and the good news is that the number of self-driven candidates are growing day by day.
Two fundamental reasons- Unprecedented growth and high scope for knowledge enrichment.
At Edureka, we have a no-cubicle policy. Every employee, irrespective of rank or experience, is freely accessible to everyone else, and this fosters a culture of interactivity, knowledge sharing and enrichment. There is zero bureaucracy and approvals are maniacally quick and decisions are made almost instantaneously. Also, there is complete transparency on the health of the startup – the financials, the strategies, lateral movements, and everything else. All of these initiatives lead to increased employee satisfaction and retention.
Recently, Edureka became one of the first e-learning startups to adopt 'Facebook At Work', the new enterprise collaboration tool by Facebook. We have almost replaced emails across the organization and the tool has ensured that every employee gets relevant and personalized information about other teams on a real-time basis. It has also led to increased interactivity and transparency.
As a startup we have to look for candidates who are willing to take multiple roles, passionate about the company and the role, willing to learn new things.
It is not that easy to retain talent in a start-up due to limited funds not able to match the competitive salary are just some of the few points. It's a continuous effort to make talent feel responsible and part of the growth of the company to retain them.
Now times have changed candidates are willing to join startups but recent layoff by many established startups has again made candidates to think about it. Still it not that bad as growth opportunities are more.
In a startup candidates get to learn a lot in short time and work closely with the leader of the company.
As a startup we need to personally guide and motivate candidates, personal touch is required. We at Shop Pirate Coupons have frequent training session, open discussion and believe in respecting the team. Putting more focus on team work and performance rather than individual growth. Having fun time does add lot of value in retaining the candidate.
We for the most part pay special mind to individuals who are profoundly self-persuaded and have an entrepreneurial curve of psyche. We search for the general population with capacities and great learning capacities. We favor inquisitive personalities than ones with mastery. We believe, the whole quintessence of new companies is rate of execution and we need our future workers to run an additional mile with nimbleness which will help us become quicker.
As a start-up, we have had our learnings and now we have accompanied more concrete employing strategies. Procuring for us is not topping off the position but rather to get a right fit to suit our requirements. We look forward to that population who are made for new companies and are a social fit for us. We are firmly associated with the employing procedure and still partake in the last round of discussion before we reveal the offer. Enlisting better individuals makes it much less demanding to hold them!
On the off chance that you see a social movement individuals do lean toward working for new companies as they are no more bound to formals occupations, or moderate learnings albeit more open doors and obligations. In any case, we know beyond all doubt that proportion of set up organizations to new companies is lesser, which has enhanced essentially from it was before. Notwithstanding, hopefuls applying to new companies will dependably be much lower in numbers than the ones applying to corporates and that is dependably a solid parity for the business sector.
At the point when an individual truly needs to have a bigger effect, she/he joins the new businesses. New companies have little groups and better learning open doors. New companies are known for their spry nature and the experience you get by making something exceptionally interesting, out of scratch, is the thing that a set up association neglect to give.
We have a small group of self-persuaded people. Besides, we attempt to impart however much as could be expected, be it about organization's vision, development or difficulties. Truth be told, we likewise have two-way correspondence where we request that our representatives let us know about their vision, development arranges, and challenges. Our constant effort at Allsupermart is to imbibe the qualities of leadership to drive them and organization at large.
We look for two things in every candidate, one is aptitude and the other is subject knowledge.
Every talented person craves for learning and career growth, and these two things are not only highly possible but also quick to achieve in start-ups. On top of this, we also foster talent with a sense of ownership and decision making ability which in turn boosts their morale and helps envision their career growth. Some basics like flexible work culture, open communication platform, grooming on additional skills etc., makes it easy to strengthen bonding.
This is a subjective question and depends on the skill set and individual perception of growth and security. Some prefer established companies for job security, where as people with risk taking aptitude prefer joining start-ups as they know the rewards are much higher if it clicks. With the advent of disruptive ideas and advancement in technologies, the business is now shifting to niche players than a one size fits all approach taken by larger companies. And we are witnessing the same within the candidates too who prefer to be part of start-ups being 1 in 10 or 20 than being part of established companies being 1 in 1000 or 10000.
Impact one can create, amount of learning, sense of ownership, visibility & Recognition, Career growth, there are plenty more reasons to cite.
We ensure we provide enough opportunities and push each individual to grow both personally and professionally, with an objective that each of them becomes a brand themselves which in turn builds the company as a whole. Many companies feel doing so they would lose the employee once he/she is market ready but we have found it is quite opposite, especially with the talented lot. We also ensure to reward every successful activity irrespective of how big or small it is and at the same time intervene and provide timely feedback to help them tie the loose ends. Both of us founders have experience of working in both huge multinationals and smaller niche firms & have picked the best from both places and built an employee friendly work culture and with zero attrition rate in last two years, guess we have got it right.
Every startup is a riveting roller coaster of ups & downs so the ability to deal with change is one of the most important qualities we seek. A Self- starter and an independent thinker is what we really look for when hiring a candidate.
Quite difficult as the perks of the job aren't as fancy as a corporate such as incentives, office trips, reimbursements on office trips etc. Also, one has to be self-motivated to be working in a startup as micro-managing every vertical in a startup is hard for the Founder to do.
Not anymore. The innovative & out of the box thinking that all startups entail attracts a lot of young minds these days. The startup culture is here to stay and so is the demand for it.
Professional Growth - a great place to build up on your existing skill & getting varied experiences across different verticals in one organisation.
Passion - Passion to grow, passion to make a difference, passion to innovate, passion to ideate, passion to not be a follower but a leader .
We, at WedWise, have a NO "Take your work home" policy. We tend to work extra hours in the office in order to have a good work-life balance.
Monthly Team meetings in Cafes/Restaurants every month helps our team members to review how the month went by in a more casual way. It's an ideal way to share their thoughts & views on the challenges they faced or any other issues that there might be with other team members or within the organization.
We have laid out a clear career path and growth path for every position. We put in a lot of investment into training our employee - thereby continuing to build a more enriching profile. The ideas are to make sure that the learning never stops. Right policy- idea is to fill the higher role 80% with internal talent and 20% external thereby ensuring we keep growing our people and hence ensure up skilling of team members to fill those roles. We have an OPEN DOOR Policy where the employees are able to come and voice their opinion. Off Sites- even our small achievements we like to celebrate.
As an employer, we need to look for various qualities in an employee like their communication skills, dedication towards work, and interest level for the assigned job, curiosity to learn and explore various avenues within the job. The candidate must have qualities to tackle pressure and work in a team with efficiency and coordination with others. Most importantly, above all what matters is their attitude and honesty towards work as a professional.
Yes, it is very difficult to retain talents within start-ups because as a start-up you can't have much infrastructure and opportunity to hire highly academic and experienced professionals. Also at the same time it is imperative to maintain the standard of the company from the beginning itself. However it is necessary to hire the right person than to go after professionals with the tag of a premier institution.
Yes, there is no denying the fact that candidates prefer established companies than start-ups but it depends because many candidates prefer start-ups just to be a part of the new and growing organization.
There are many reasons to be a part of start-ups. Start-ups hire fresher's and provides them with a space to learn and explore through various challenges and opportunities but in the case of an established organization, there are thorough systems and structures at place to follow which may deprive the candidate of gaining a wholesome experience. In terms of salary and other conveniences', start-ups provide more grants to a fresher and are willing to put forward the interest of the candidates first.
Being a transparent company with our policies and strategies in place, we believe in a mutual growth thereby for us retention of an employee matters the most. We have an employee friendly space with a diverse yet focused environment because of which our employees prefer to stay with us once they join. Our HR values and ethics are strong for which we engage in activities that regularly keep them in sync with other team members and therefore leads to a strong team bonding exercise on a weekly basis. Our employees feel free to discuss their organizational issues with the superiors because of which any internal problem gets resolved amicably. We prefer in keeping a transparent workspace and personal life balance because of which we keep the timings flexible. That leads to employee retention.
Being a digital employer, we look for candidates with an honest enthusiasm for the digital space. They absolutely need to be tech savvy and should understand the importance of the digital ecosystem in the lives of the consumer. Moreover, being technologically educated is considered an advantage for sure. However, candidates without a formal degree are considered as well as long as they are smart enough to handle the ongoing trends and developments in digital space & technology. It's critical that one should be keen on keeping themselves updated with technology & social platforms and should be having enough curiosity to tackle the difficulties of modern digital space.
Being in the digital space for last 7 years, we have a wide audience reach and a lot of opportunities for candidates to explore themselves both personally and professionally. Thus we have maintained a high benchmark of the company from the initial period itself; hence retention of talent has never been a problem. It is advisable for the start-ups to hire professionals from institutions by participating in campus placement drives.
Yes & no. Yes, because a number of candidates, especially those who come from renowned institutions prefer the safety & comfort that the established companies provide. No because, and this is the exciting part! A sizeable number of candidates prefer the opportunity & challenge of working with a startup; it helps them keep the fire burning, which got them excited to be in the digital space to begin with.
There are various reasons to be part of the digital start-up organization. Start-ups hire fresher or less-experienced candidates and provide them with a whole space to learn and explore with the opportunities and challenges of professional life. But if one wants to go in established organization, he/she needs to follow a whole set of rules and structure. In terms of salary and other conveniences', start-ups are more flexible and are willing to put forward the interest of the candidates first and provide job profile keeping the same in mind.
We truly believe it's a two way street when it comes to the employees & the company. It is absolutely vital that each employee contributes to the teams/company's success, but it's equally important that the company listens to each employee, helps them grow both personally & professionally. Our HR ethics and conducts are strong for which we engage in participating activities that regularly keeps them connected with other team members and therefore leads to a strong team bond and further strengthens the personal as well as professional relationships and thus help a company & employees on overall basis. If i have to draw an analogy here to explain this better, i would go to the difference between Television & the Digital space. TV is a broadcast platform where one side keeps saying something and everyone just listens, however, the digital space is a Dialogue, wherein both parties are talking to each other, providing feedback and making the experience better for both of them in real-time, and we believe in the digital space! I rest my case.
Ownership is the most important thing that I look for in a candidate. Apart from that, I judge the candidates on cultural fit to the organization; ability to say "I don't know" and showing openness to seeking help and learning.
While talent retention is difficult for organizations at all stages, what makes it more difficult in a startup is the lack of a known brand name and working with ambiguity. We have to really work hard to keep the talents interested in the work. We try to keep the talent motivated by giving them more ownership and responsibilities.
Yes. Candidates still prefer established companies. While the acceptance for working in startups has been increasing over time, but the numbers are still skewed heavily in favour of known brands.
The 2 primary reasons would be experience and growth. Working in a startup only for few years makes a person much richer in experience than working for a large organization. Second reason is exponential growth. People grow with the organization and sticking to a successful startup brings growth much faster.
The principles that we follow are ownership, transparency/ fairness, and trust. We encourage people to challenge ideas irrespective of their role or where they came from. This brings in ownership and conviction in their part of the work. HR policies are designed with transparency/ fairness in mind. We openly share information and keep everything transparent. Each employee is evaluated and incentivized based on their performance. Anyone can walk to anyone and clarify rather than waiting for scheduled meetings.
As an employer the first and foremost thing we try to look in the candidate is desire to learn and excel. We very strongly believe that if a person has the right skill sets, only then he/she can learn and work on any tool or technology or programming language.
Hiring the right candidate and retaining is one of the most difficult parts for any company, and especially startups. With limited budget, less resources, not a big brand name as compared to established companies, startups find it extremely difficult to hire and retain good resources.
Yes. Unlike west, people in India are still more risk averse. They still give a lot of importance to government jobs or MNCs as compared to startups. Candidates still prefer a bigger brand name with more job security irrespective of whether the kind of learning and exposure they might get from a startup or small company will be much more.
Exposure: With a startup a candidate can get cross functional exposure. For example a developer can get exposure to not only development, but also testing, deciding the technology and product stack, client calls, documentation etc.
Growth: With established companies, the chances of growth not only in terms of exposure but also in monetary terms are limited. Whereas with startups, if the company is doing good, candidates can also grow exponentially and will not be restricted to single digit increments.
Flexibility: Most of the startups provide flexible environments like flexible timings, casual dress, flexible leaves, work from home, flat hierarchy etc.
Increment: Resources who are good and take ownership of their work, we provide them excellent increment. We are one of the leaders in terms of salary and growth.
Flexible environment: We have a highly friendly and flexible environment in office with flexible timings, casual dress, flexible leaves etc. We also do a lot of parties, team building activities to keep the employees motivated towards work.
Exposure: We provide resources with a lot of exposure on various tools and technologies so that they keep on learning something new and improving themselves.