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Corporate action and AI pivotal in boosting employment for differently-abled in India: Experts
October 22, 2024 · · Topic: automation impact · Relevance: badExperts at the Zero Project India Conference 2024 called for urgent interventions to boost job opportunities for disabled individuals. Synopsis India aims for inclusive employment by 2030, but challenges persist, stressed speakers and attendees at Zero Project India Conference 2024.
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India’s journey toward being an inclusive and equitable society hinges on creating meaningful job opportunities for people with disabilities, experts say. Despite progress in policies and technology, barriers such as social stigma, accessibility issues, and lack of employment opportunities continue to hinder the integration of people with disabilities into the workforce. By 2030, India aims to dismantle […]
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Synopsis
India aims for inclusive employment by 2030, but challenges persist, stressed speakers and attendees at Zero Project India Conference 2024.
India's journey toward being an inclusive and equitable society hinges on creating meaningful job opportunities for people with disabilities, experts say. Despite progress in policies and technology, barriers such as social stigma, accessibility issues, and lack of employment opportunities continue to hinder the integration of people with disabilities into the workforce. By 2030, India aims to dismantle these barriers, ensuring equal access to jobs for all.
According to the National Family Health Survey (NFHS-5) conducted by the Indian Council of Medical Research (ICMR) in 2019-21, 63.28 million people, or 4.52% of India's population, are living with disabilities. This is a significant increase from the 2011 Census, which reported 2.68 crore (2.21%) disabled individuals. The sharp rise in these figures calls for urgent intervention.
Regional disparities further highlight the uneven distribution of disability prevalence. For example, Sikkim reports a 2.98% prevalence rate, compared to just 0.9% in Daman and Diu. Notably, nearly 50% of the disabled population resides in five states: Uttar Pradesh, Maharashtra, Bihar, Andhra Pradesh and West Bengal.
To deliberate more on such pressing challenges and their potential solutions, the recently concluded Zero Project India Conference 2024 at The Leela Hotel, Gurugram, brought together global and national networks to discuss innovations and solutions for disability inclusion. The conference highlighted the urgent need to expand job opportunities for people with disabilities.
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According to the 2011 Census, 1.7 crore disabled individuals were non-workers, with females accounting for 54%. In the private sector, workforce participation remains low — only five of the Nifty 50 companies employ more than 1% of disabled individuals. Public sector enterprises, despite the mandate under the Rights of Persons with Disabilities Act (2016) to reserve 4% of jobs for people with disabilities, also fall short of this target.
Experts stressed a key solution to these challenges lies in technology, particularly artificial intelligence (AI). AI-powered tools can revolutionise how people with disabilities access education and skill development programmes, enhancing their employability. For example, AI-driven voice recognition software, text-to-speech applications, and predictive text technology offer support for those with visual or physical impairments. Virtual reality (VR) and augmented reality (AR) tools can create simulated training environments, providing practical, real-world experiences for job seekers.
Remote work, another AI-enabled innovation, offers a viable solution for those with limited mobility or transportation challenges. According to experts, this flexibility has the potential to greatly expand employment opportunities for disabled individuals. AI platforms can also help match candidates with suitable jobs, improving productivity and job satisfaction through better alignment of skills and roles.
Speaking at the event, Meera Shenoy, founder and CEO of Youth4Jobs Foundation, highlighted the importance of grassroots innovations and collaboration. "While policy frameworks exist, we need more focused efforts to ensure implementation and accountability. Youth4Jobs has touched 15 million households and impacted over 590,000 disabled youth across South Asia. By working with the government, over 1,500 companies, and civil society, we aim to build a more inclusive society," she said.
Michael Fembek, CEO of the Zero Project, emphasised the role of collaboration in driving disability inclusion: "The Zero Project India Conference 2024 offers a unique opportunity to connect our global networks with India's emerging innovations. Scalable solutions shared here can push the boundaries of what's possible, ensuring that disability is no longer a barrier to employment."
Government representatives attending the event also echoed these sentiments. Rajesh Aggarwal, Secretary of the Department of Empowerment of Persons with Disabilities, underscored the need to scale up initiatives and improve daily infrastructure for people with disabilities. He stated that while the corporate sector has made strides, there is still a need to scale initiatives and improve infrastructure for day-to-day living for persons with disabilities.
Martin Essl, Founder of the Essl Foundation, called for continued innovation, particularly in education and employment, to drive inclusion. "Together, we can create pathways that ensure no one is left behind. The momentum we’ve built today must translate into actionable change to make the world more inclusive," he said.
The Zero Project India Conference 2024 laid the groundwork for collaborative action, but experts affirmed the path ahead is challenging. The job creation gap for people with disabilities is not only a moral issue but also a missed economic opportunity. With the aid of AI and technology, individuals with disabilities can become key contributors to the workforce, driving both social inclusion and national economic growth.
As India works toward its 2030 goals, the push for disability inclusion will require stronger partnerships, greater accountability, and innovations that ensure every individual, regardless of ability, has a place in the nation's workforce.
What Does AI Means For Your Career, And How Can You Adapt?
October 22, 2024 · · Topic: automation impact · Relevance: badJohn Pierce is an entrepreneur with a focus on C-Suite consulting, M&A in the RIA segment, and a builder and leader of high-quality teams. A Women Reviews the Data Analysis of Marketing from Social Media Platforms. Technology has always had an impact on job markets. The efficiency it delivers often leads to reduced need for certain functions, no matter the industry. Considering some roles get eliminated entirely, it’s understandable that new tech tools cause employees to panic about their relevancy. The increasing adoption of AI is no exception.
For example, when I was growing up, two key jobs were in […]
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John Pierce is an entrepreneur with a focus on C-Suite consulting, M&A in the RIA segment, and a builder and leader of high-quality teams.
Technology has always had an impact on job markets. The efficiency it delivers often leads to reduced need for certain functions, no matter the industry. Considering some roles get eliminated entirely, it's understandable that new tech tools cause employees to panic about their relevancy. The increasing adoption of AI is no exception.
For example, when I was growing up, two key jobs were in high demand: coding and copywriting. Both careers were considered safe bets for professional security. But today, more companies are leaning on automation for these functions because it's more cost effective. There's a chance that, in the long term, there won't be a need for human coders or copywriters.
As AI begins taking over non-core, non-critical activities, it actually opens the door for new job classes to emerge. People in at-risk professions can learn to pivot their existing skill sets so they can fill those roles. For example, copywriters can apply their creativity to crafting the prompts that train generative AI models to produce desired outcomes. So it's clear we must embrace AI and learn to leverage this new dynamic if we want to stay competitive.
4 Steps To Prepare For AI Disruption
In the face of this new reality, it's vital to envision how AI may impact your career. Does it have the potential to put your position, employer or industry in jeopardy? If so, how can you protect your future? These four steps can help you make the right decision as this technology continues to disrupt job markets.
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1. Focus On Reskilling And Upskilling
The first step in preparing for the AI-driven future is adapting your skill set. For example, you may want to learn about data analytics or common programming languages. Then be sure to develop key soft skills that are more difficult to automate, like problem-solving and emotional intelligence.
2. Embrace Lifelong Learning
As further AI disruption comes our way, it's your choice to be proactive. But if you choose not to learn, you're limiting yourself. There are numerous benefits tied to lifelong learning, including enhancing your employment opportunities, developing personally and—my personal favorite after turning 60—improving your cognitive health and resilience to aging. Don’t just take my word for it. Back in 2007, Havard research associates Claudia Goldin and Lawrence Katz wrote a paper on how adapting to technological change can help narrow wage gaps.
Start pursuing academic opportunities, like certifications, that will prepare you for future tech advancements that could influence your career. See what educational opportunities your current employer offers—be sure to ask about any expense reimbursement policies—or take some free classes online.
3. Innovate Freely
Be open to technological innovation and its ability to improve your own efficiency and productivity. Even if your role doesn't sit in the CTO’s office, take the initiative to seek out AI solutions for current challenges at your organization. Experimentation can lead to innovative problem-solving, especially when you embrace collaboration and diverse thinking.
4. Network And Collaborate
Finally, start building a strong professional network that includes AI experts. Networking provides access to new information, diversity of ideas and, as needed, new job opportunities. We're all in the same proverbial boat related to AI. I've connected with AI experts so I can better understand the complexity—or, at times, the simplicity—of how this technology will impact our lives.
Am I concerned about AI? Yes. But am I also excited about where this leads us? Absolutely. Those who read my work know I'm both an optimist and a realist. It's amazing to be in the next business revolution, but we can't sit on our hands, waiting to see what happens. Participating in AI disruption is ultimately your choice, but choosing to embrace it will be your best bet for a secure future.
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Two-thirds of leaders feel Gen AI will reshape entry-level jobs
October 22, 2024 · · Topic: automation impact · Relevance: badAs AI automates routine tasks, entry-level roles will focus on quality assurance and strategic contributions.
Credit: BGStock72 – shutterstock.com Generative AI is on track to transform entry-level roles across industries, with 64% of leaders expecting these positions to evolve from creation to review and refinement of outputs within the next three years. The percentage of managers holding a similar view stood at 71%, according to new research from the Capgemini Research Institute.
The findings suggest the traditional model of junior employees manually creating content, data, or code is rapidly being replaced by generative AI , which can generate these […]
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As AI automates routine tasks, entry-level roles will focus on quality assurance and strategic contributions.
Generative AI is on track to transform entry-level roles across industries, with 64% of leaders expecting these positions to evolve from creation to review and refinement of outputs within the next three years. The percentage of managers holding a similar view stood at 71%, according to new research from the Capgemini Research Institute.
The findings suggest the traditional model of junior employees manually creating content, data, or code is rapidly being replaced by generative AI, which can generate these outputs in a fraction of the time. As a result, employees in these positions will focus more on quality control, critical analysis, and ensuring AI outputs meet business standards, the report added.
The findings are based on Capgemini Research Institute’s May 2024 survey that involved 1,500 executives and 1,000 entry-level employees from 500 organizations with over $1 billion in revenue, to explore generative AI adoption.
The report revealed that employees expect gen AI will manage an average of a third of their tasks (32%) within the next 12 months, indicating a potential productivity boost. This shift is expected to be felt most acutely in roles that traditionally involve manual content creation, data entry, or routine customer service tasks.
“Generative AI tools are becoming more adept at assisting with complex managerial tasks, which could challenge the status quo of organizational structure and ways of working,” Roshan Gya, CEO of Capgemini Invent and a member of the Group Executive Committee said in a press note. “This shift allows employees to focus on higher-value activities, unlocking new perspectives and challenging assumptions.”
Increased autonomy for junior employees
The widespread integration of AI into the workplace will not only change the nature of entry-level work but also grant more autonomy to junior employees.
According to the data, 52% of leaders and managers expect entry-level positions to gain greater independence as AI becomes more embedded in daily workflows. For example, in industries such as supply chain and logistics, AI will take on tasks like inventory management and order processing, allowing junior analysts to focus on strategic tasks and project management.
As AI continues to manage mundane tasks, junior employees will have more opportunities to make decisions that were previously the domain of higher-level staff. This will enable them to fast-track their careers and assume greater responsibilities early on, the report stated.
The report reveals that 51% of leaders believe AI will accelerate the career progression of entry-level employees. With AI automating routine functions, junior employees will gain exposure to more strategic elements of their roles, moving into management positions much faster than traditional career paths have allowed. AI will facilitate this shift by providing employees with the tools and data necessary to make informed decisions and take on supervisory roles.
“It should be noted that this shift depends on several factors: clarity on skills requirements at higher levels; the ability of junior employees to develop these skills (often tied to experience, which cannot be fast-tracked); and the availability of opportunities available for the shift,” the report pointed out.
It further added that “Organizations must prioritize building the skills and readiness of junior employees as part of a clear roadmap for employees’ journeys to people leadership or functional/technical leadership. This requires proactive steps around talent acquisition, development, skilling, and review and reward mechanisms.”
This transformation is already visible in fields such as marketing, customer service, and even technical domains like software development.
“We’re seeing AI take over foundational tasks in these sectors, and junior employees are becoming curators of AI work, rather than creators,” the report said.
With AI’s involvement, the proportion of managers within teams could expand from 44% to 53%, reflecting a broader move toward specialized roles that focus on managing AI-human collaborations.
Productivity gains but upskilling gaps remain
The findings from the report suggest that while AI adoption promises significant productivity gains — potentially saving 18% of time for entry-level workers — there are concerns about the readiness of employees to leverage these tools.
Despite the optimism about AI’s role in career acceleration, the report highlights a significant gap: only 16% of employees feel they are receiving adequate training in AI-related skills from their organizations. This gap poses a major challenge for companies that want to fully harness the benefits of AI, especially at the entry level.
“Without the proper training and resources, employees won’t be able to maximize the potential of AI,” the report cautioned, urging organizations to prioritize formal training programs to ensure their teams are ready for the AI-driven future.
The path ahead
Despite the promise of Gen AI, adoption remains nascent. While 64% of workers already use Gen AI tools, the report stated that only 20% use them daily.
This gap between AI’s potential and actual usage underscores the need for clearer guidelines, comprehensive training, and better integration of AI tools into existing workflows. As organizations continue to explore AI’s capabilities, defining roles and responsibilities for human-AI collaboration will be key to ensuring accountability and cohesion across teams.
With 81% of leaders expecting new roles like AI ethics specialists and data curators to emerge, the landscape of entry-level work is on the verge of a significant transformation. The future of work, it seems, will be less about replacing human effort and more about enhancing it through strategic collaboration with AI.
‘Stop all time wasting’: Woolworths workers tracked and timed under new efficiency crackdown
October 22, 2024 · · Topic: automation impact · Relevance: badWorkers in Woolworths warehouses claim they are increasingly being pushed to comply with unrealistic and risky productivity standards. The supermarket giant has increased pressure on employees with a new framework that warehouse staff describe as ‘bullying’ and unsafe Get our breaking news email , free app or daily news podcast
Tim* has worked in a Woolworths warehouse for more than a decade. He’s helped load trucks and done other jobs, but mostly he “picks”.
When he arrives at work, he puts on a headset that tells him where to go, what items he needs to take from the shelves […]
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The supermarket giant has increased pressure on employees with a new framework that warehouse staff describe as ‘bullying’ and unsafe
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Tim* has worked in a Woolworths warehouse for more than a decade. He’s helped load trucks and done other jobs, but mostly he “picks”.
When he arrives at work, he puts on a headset that tells him where to go, what items he needs to take from the shelves and pack and how long it should take him to do it. All the while, the company measures his productivity and pushes him to go faster.
For years, the company has tracked almost every minute of his day. Take a long bathroom break and a team leader might ask where he’s been. His performance percentage out of 100 appears on the screen when he clocks off, based on an algorithmic management system that predicts how long it should take to do each task.
With a market capitalisation of about $40bn, Woolworths is one of Australia’s largest companies. This kind of tracking and time pressure isn’t unique to the supermarket chain, but workers who are responsible for keeping shelves stocked claim they are increasingly being pushed to comply with unrealistic and risky standards.
Late last year, the company introduced a new framework to enforce an efficiency rate for picking of 100%. Workers who weren’t meeting the standard would be put into a coaching program. Some were directed to “stop all time wasting and non-productive behaviors”, according to warning letters seen by Guardian Australia. Failure to improve could lead to disciplinary action and even loss of employment. One worker described it as a “bullying” tactic.
Tim, who is over 60, said he was pushed to improve his rating. He got it to more than 80%, then 90%, then 100%, he said, but in his effort to work harder, faster, he was injured.
“You might get someone that’s … 20 years old and goes to the gym every day. And someone like me. I’m getting the average between him and me,” Tim said. “Obviously, I can’t keep up with him.”
“We’re going down the same path as Amazon,” said another worker, Ross*. “We’re not robots, we’re humans.”
A spokesperson for Primary Connect, Woolworths’ supply chain arm, said its coaching framework helped “to ensure a fair approach to the standards is applied to any personal circumstances or abilities”.
“As the country’s largest private sector employer, we are committed to ensuring that our workplaces are safe and productive for our teams and customers,” she said.
Efficiency v reality
Work in a Woolworths warehouse can be relentlessly physical: stacking products and boxes that can weigh up to 18kg on to pallets, wrapping them and getting it all into trucks. Much of this is timed.
The amount of time workers have to complete a task is meant to reflect how long it would take “a person with reasonable skill, applying reasonable effort”, a baseline of performance known as “engineered standards”, according to a memo issued by Primary Connect.
But Guardian Australia spoke to a dozen current and former workers for Woolworths and Primary Connect, who claim the standards are unfair and putting their safety at risk. All requested anonymity for fear of losing their jobs.
As more people shop online, there’s been growing attention to the treatment and tracking of workers in warehouses run by e-commerce conglomerates like Amazon. In June, the state of California fined the company for failing to properly disclose its productivity targets to workers – a decision the company is reportedly appealing. But Australian warehouse workers have long been subject to this style of control. Engineered standards were introduced by Australian supermarket chains in the late 1980s and 1990s and were the target of industrial action.
“It’s a fantasy of total efficiency,” Christopher O’Neill, a research fellow at Deakin University who studies workplace automation, said of engineered standards. “The argument was: this was a ‘scientific’ way of rationalising work and eliminating wasted time,” he said.
“It’s basically a pseudoscientific veneer over this kind of fantasy of being able to control every second of every day.”
This year, Woolworths workers told the United Workers Union (UWU) that safety “could be jeopardised if pressure is placed on workers to work faster”.
According to the union’s submission to the Australian Competition and Consumer Commission’s supermarkets inquiry, the standards don’t adequately take into account “gap times” – moments when a task cannot be completed because there is congestion in an aisle, a product is missing, or a spillage.
One worker described a recent job to Guardian Australia where she was told it should take 14 minutes to pick 96 items from multiple locations, which she said was “not achievable”. Others say the times don’t adequately take into account the need for longer bathroom breaks, variations in physical ability or worker fatigue throughout the day. The rates are meant to be reviewed every two years to reflect changes in the warehouses.
While 100% has long been the target, workers said this wasn’t strictly enforced until recently, so long as they were consistent and not taking long breaks. Older workplace documents state that “100% is our goal, not our minimum expectation”.
The new “Coaching and Productivity Framework” included “Glidepath”, a new “timeline” to push workers to improve and reach 100% performance, according to documents seen by Guardian Australia. If they didn’t meet the required targets and there were no mitigating factors, the worker would be “counselled and may be disciplined”.
After strong worker pushback, the framework was “paused” before it was rolled out to all sites – but workers are concerned it will be reintroduced.
According to the Primary Connect spokesperson, the standards that outline how long it should take to complete a task are based on a person “working at a safe and conscientious pace that can be maintained for the duration of a shift”, while the framework helps provide a “consistent approach” for its teams.
They said the company has listened to feedback from workers and the union on the framework, “and will engage our teams in the distribution centres in due course”.
Susannah* was picked for the program and warned after being told her performance was less than that of others on her team. She said she was told she would have to be retrained, despite working at the site for years, and was expected to climb to about 90% in just a few weeks. She said it was “humiliating” to be followed around the warehouse by a “coach”, just as it causes daily embarrassment to have your efficiency score shown on the screen for anyone to see when you clock off for the day.
The framework documents say that the engineered standards have not changed, but according to the UWU’s research and policy officer Lauren Kelly it represents “a sharp break” from how they were enforced as recently as last year.
“My worry, and the worry of the members, is that the response will be that we just need better data on how long it takes to do these tasks,” Kelly said. She claims the system is designed to be “disciplinary and coercive”.
‘It’s just pressure, pressure, pressure’
It’s difficult for some to reach 100% without rushing or taking shortcuts, workers say. Some jobs might be simple, but others are like “playing Tetris on a pallet”.
There’s also congestion – the forklifts and other items clogging the aisles. In the warehouse where Tim works, several workers say the standards don’t sufficiently account for the building’s layout, including the location of bathrooms. Neither are glitches in the voice pick technology itself. According to a memo introducing the new framework, seen by Guardian Australia, any unexplained “gap time” should not exceed five minutes on top of the expected standard.
“They say, ‘Oh, it’s all built [into] the standards’, but the problem is it doesn’t cover that gap,” Tim said. Exemptions to the 100% standard are “rare”, according to the Primary Connect memo, and for situations where a worker is pregnant or has a disability.
The recent push for 100% led to injuries as well as mental stress, workers say. “These people go a bit harder and those little niggles that they’re managing are now injuries,” Tim said. “It’s just pressure, pressure, pressure.”
According to preliminary data from Safe Work Australia, there were 1,283 serious claims in grocery, liquor and tobacco product wholesaling in 2022-23 – accepted workers’ compensation claims that resulted in an absence from work of one working week or more (this data precedes the new framework). That’s a frequency rate of 13.5, compared with food manufacturing, which was 11.4, or coal mining at 11. The frequency rate is calculated by the number of claims per million hours worked.
In June 2023, warehouse worker Basel Brikha was killed after pallets collapsed on to him at a Woolworths site in western Sydney. A SafeWork NSW spokesperson said the investigation was ongoing. Guardian Australia understands Brikha was not working under engineered standards at the time of his death.
Workers say Safe Work numbers are unlikely to reflect true rates of injury, as casuals may not report incidents for fear of losing shifts.
Sammy* has worked at a Woolworths distribution centre for about four years. First as a casual with a recruitment agency and eventually full-time. Each roster, he might be sent to a different part of the warehouse: manual pick, for example, or salvage, where they sort through returned goods from the stores.
He felt his back getting weaker and sore. Eventually he was diagnosed with bulging discs in his spine, aggravated by work, but treatments like cortisone injections haven’t helped. For a while he had no complaints about how he was treated. He had workers compensation, and was put on light duties, but after about a year, he was back to normal work, he said.
“If they’re sending me to salvage or maybe manual pick … I’m scared that I’m going to be feeling pain after I finish work.”
Automation on the horizon?
Some workers leave because of the pressure. Jake* worked at a Woolworths distribution centre in Perth about three years ago, via a labour hire firm. He was a pick-packer, and even then he felt the engineered standards were often unrealistic.
In one section with dog food or soft drinks, for example, the pick rate might be fairly reasonable. But in another, say alcohol, the beer and wine boxes were heavy and all different sizes. Nevertheless, they all had to fit together on the pallet.
“I remember getting a pick estimated time for two pallets that was mostly cartons of beer and it was something like 19 or 21 minutes and I ended up doing it in 45,” he said. “And so of course, that dropped my efficiency percentage way down.”
Jake did receive training in the safe ways to pick things up, but said once you’re on the floor and have efficiency percentages hanging over your head, that goes out the window. “You’ve got the time limits, you’re rushing, you’re panicking. You’re not thinking. And so … the risk of injury is there,” he said.
Phil* worked at the same Perth distribution centre with Jake. “It was pretty difficult to achieve 100% efficiency,” he said, “even after working my arse off and completing the job as quickly as I could.”
Eventually they both left, partly because of the frustration over pick rates. “I was like, I can’t do this. There’s no way I can get to that level without physically hurting myself,” Jake said.
There are fears the new enforcement of standards and workplace surveillance could be a way to push some workers out. In recent years, Woolworths has announced plans to close three warehouses in Sydney and Melbourne and replace them with two new sites with more automation – a move that will see hundreds of job losses.
“If a warehouse just materialised with full robots that could do the work, they wouldn’t hesitate to get rid of us,” Tim said.
* Names have been changed
Do you know more? Contact ariel.bogle@theguardian.com
Senior Python Developer, AVP – Onsite
October 22, 2024 · · Topic: automation impact · Relevance: badState Street Corporation Senior Python Developer, AVP – Onsite
Who we are looking for
We are seeking a highly skilled Senior Python Developer with extensive experience working with data to join our team. The ideal candidate will have a strong background in Python, Spark, and PySpark, as well as experience in shell scripting, SQL while following the Software Development Life Cycle (SDLC) processes. You will be responsible for ensuring high-quality code through rigorous testing practices and be involved in designing and developing scalable data solutions. You will use your knowledge of object-oriented design best practices to solve challenging […]
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Senior Python Developer, AVP - Onsite
Who we are looking for
We are seeking a highly skilled Senior Python Developer with extensive experience working with data to join our team. The ideal candidate will have a strong background in Python, Spark, and PySpark, as well as experience in shell scripting, SQL while following the Software Development Life Cycle (SDLC) processes. You will be responsible for ensuring high-quality code through rigorous testing practices and be involved in designing and developing scalable data solutions. You will use your knowledge of object-oriented design best practices to solve challenging problems in the trading systems space.
ONSITE: Due to the role requirements this job needs to be performed primarily in the Boston office OR Canada Office with some flex work opportunities available.
Interview: 1st interview will be via Video and second interview will be onsite
What you will be responsible for
- Work independently and within team settings to analyze, design, develop, test, and debug large and complex software enhancements and solutions
- Design, develop, and maintain scalable data processing applications using Python and PySpark
- Participate in all phases of the Software Development Life Cycle (SDLC), including requirements gathering, design, development, testing, deployment, and maintenance
- Implement best practices in coding, testing, and documentation, ensuring high-quality code delivery
- Develop and maintain unit tests, integration tests, and automated test suites to ensure the robustness of data solutions
- Work closely with data engineering teams to build and optimize data pipelines on distributed systems (e.g., Spark, Hadoop)
- Leverage your expertise in shell scripting to automate data workflows and ensure system reliability
- Write and optimize complex SQL queries for data extraction, transformation, and analysis
- Collaborate with data scientists, analysts, and other developers to implement robust data solutions
- Lead code reviews, provide mentorship to junior developers, and advocate for test-driven development (TDD) and continuous integration (CI/CD) practices
- Monitor, troubleshoot, and improve the performance of existing framework and python code
- Ensure proper documentation and testing of all data solutions developed
What we value
These skills will help you succeed in this role
- 5+ years of professional experience in Python development, with a focus on data-intensive applications
- Proven experience with Apache Spark and PySpark for large-scale data processing
- Strong hands-on experience with shell scripting (e.g., Bash) for automating tasks and data workflows
- Solid understanding of SQL and experience working with relational databases (e.g., Oracle, sparkSQL) and query optimization
- Experience in SDLC, particularly in applying software development best practices and methodologies
- Experience in creating and maintaining unit tests, integration tests, and performance testing for data pipelines and systems
- Familiarity with big data platforms like Hadoop, Hive, or Databricks
- Experience with cloud platforms such as AWS for data infrastructure and services is preferred
- Familiarity with version control systems like Git and CI/CD pipelines for automated testing and deployment
- Excellent problem-solving skills and the ability to work independently and collaboratively in a team environment
- Strong communication skills and the ability to present technical concepts to both technical and non-technical stakeholders
- Excellent object-oriented design skills
Education & Preferred Qualifications
- Masters or B.S. degree in Computer Science or related field
- 8+ years' experience developing object-oriented software such as Java
- Experience in financial industry or trading systems is a plus
Additional requirements
- Knowledge of data formats like AVRO, Parquet, and working with complex data types
- Experience with Apache Kafka for real-time data streaming and Kafka Streams for processing data streams
- Experience with Airflow for orchestrating complex data workflows and pipelines.
- Expertise or interest in Linux
- Exposure to data governance and security best practices in data management.
Are you the right candidate? Yes!
We truly believe in the power that comes from the diverse backgrounds and experiences our employees bring with them. Although each vacancy details what we are looking for, we don't necessarily need you to fulfil all of them when applying. If you like change and innovation, seek to see the bigger picture, make data driven decisions and are a good team player, you could be a great fit.
Why this role is important to us
Our technology function, Global Technology Services (GTS), is vital to State Street and is the key enabler for our business to deliver data and insights to our clients. We're driving the company's digital transformation and expanding business capabilities using industry best practices and advanced technologies such as cloud, artificial intelligence and robotics process automation.
We offer a collaborative environment where technology skills and innovation are valued in a global organization. We're looking for top technical talent to join our team and deliver creative technology solutions that help us become an end-to-end, next-generation financial services company.
Join us if you want to grow your technical skills, solve real problems and make your mark on our industry.
About State Street
What we do. State Street is one of the largest custodian banks, asset managers and asset intelligence companies in the world. From technology to product innovation, we're making our mark on the financial services industry. For more than two centuries, we've been helping our clients safeguard and steward the investments of millions of people. We provide investment servicing, data & analytics, investment research & trading and investment management to institutional clients.
Work, Live and Grow. We make all efforts to create a great work environment. Our benefits packages are competitive and comprehensive. Details vary by location, but you may expect generous medical care, insurance and savings plans, among other perks. You'll have access to flexible Work Programs to help you match your needs. And our wealth of development programs and educational support will help you reach your full potential.
Inclusion, Diversity and Social Responsibility. We truly believe our employees' diverse backgrounds, experiences and perspectives are a powerful contributor to creating an inclusive environment where everyone can thrive and reach their maximum potential while adding value to both our organization and our clients. We warmly welcome candidates of diverse origin, background, ability, age, sexual orientation, gender identity and personality. Another fundamental value at State Street is active engagement with our communities around the world, both as a partner and a leader. You will have tools to help balance your professional and personal life, paid volunteer days, matching gift programs and access to employee networks that help you stay connected to what matters to you.
State Street is an equal opportunity and affirmative action employer.
Salary Range:
$100,000 - $160,000 Annual
The range quoted above applies to the role in the primary location specified. If the candidate would ultimately work outside of the primary location above, the applicable range could differ.
Job Application Disclosure:
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
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Job ID R-751647
Hardware Automation Engineer II (4352)
October 22, 2024 · · Topic: automation impact · Relevance: badThe Hardware Automation Engineer II solves key workflow problems in large complex health systems. Supports a full technology stack of automated lab and software sequencing.
Responsibility
> Own all aspects of the design process, prototyping, testing, and deployment for fully automated robotic platform. Design layout, process, and custom components for a modular robotics platform by utilizing mechanical expertise. Learn and develop electrical and software expertise. Work with other development teams to integrate processes into custom robotic platform. Drive process improvements to maximize the level of hands-free automation throughout the lab. Develop automation related documentation for effective operation and maintenance of […]
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The Hardware Automation Engineer II solves key workflow problems in large complex health systems. Supports a full technology stack of automated lab and software sequencing.
Responsibility
- Own all aspects of the design process, prototyping, testing, and deployment for fully automated robotic platform.
- Design layout, process, and custom components for a modular robotics platform by utilizing mechanical expertise.
- Learn and develop electrical and software expertise.
- Work with other development teams to integrate processes into custom robotic platform.
- Drive process improvements to maximize the level of hands-free automation throughout the lab.
- Develop automation related documentation for effective operation and maintenance of automated equipment.
- Travel to Myriad locations as needed during certain project phases.
Qualifications
- Bachelor’s degree in mechanical, electrical, biomedical engineer, or related field required.
- 2+ years of experience with electro-mechanical design, assembly, wiring, and troubleshooting.
- Experience with mechanical CAD software (SolidWorks, OnShape).
- Experience documenting designs (BOMs, drawings) and working with contract manufacturers.
- Experience with text-based PLC programming or Python and terminal usage a plus.
- Experience working cross-functionally with multiple groups on projects a plus.
Physical Requirements
Lifting Requirements – light work or exerting up to 20 pounds of force frequently. Physical Requirements – stationary positioning, moving, operating, ascending/descending, communicating, observing, pushing or pulling, and reaching. Use of equipment and tools necessary to perform essential job functions.
EEO
We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. In hiring and all other employment decisions, we prohibit discrimination and harassment on the basis of any protected characteristic, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. In accordance with applicable law, we make reasonable accommodations for applicants’ and employees’ religious practices and beliefs, as well as any mental health or physical disability needs.
Automation Specialist
October 21, 2024 · · Topic: automation impact · Relevance: bad� Field Operations � 240560 POSITION SUMMARY:
The Automation Specialist is a member of the team that is responsible for providing support through the daily operations of the Targa Pipeline Gas Plant Automation HMI/PLC hardware/software systems and related process control systems that ensure reliable gas plant operations. This position will be focused on Targa’s Badlands area of operation.
JOB FUNCTIONS AND KEY RESPONSIBILITIES: Provide daily operational support for Plant Automation HMIPLC systems. Work closely with Engineering, and Operations to ensure the Gas Plant Automation HMIPLC Systems are being developed to established standards. Implement modification based on control […]
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- �
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- 240560
POSITION SUMMARY:
The Automation Specialist is a member of the team that is responsible for providing support through the daily operations of the Targa Pipeline Gas Plant Automation HMI/PLC hardware/software systems and related process control systems that ensure reliable gas plant operations. This position will be focused on Targa’s Badlands area of operation.
JOB FUNCTIONS AND KEY RESPONSIBILITIES:
- Provide daily operational support for Plant Automation HMI\PLC systems.
- Work closely with Engineering, and Operations to ensure the Gas Plant Automation HMI\PLC Systems are being developed to established standards.
- Implement modification based on control narrative and C&E information.
- Work closely with O&M groups to ensure the efficient and reliable delivery of fully functional and maintainable systems, as well as provide expertise for ongoing operational support
- Assist in the development and maintenance of design standards, templates and tools for the Gas Plant Automation HMI\PLC Systems.
- Collaborate with internal and external customer(s) to determine operational needs and requirements of Plant Automation HMI\PLC systems.
- Implement Gas Plant Automation HMI\PLC system projects, including engineering oversight, task management, and implementing lessons learned, found during project execution.
- Position will require travel (less than 40%)
MINIMUM ESSENTIAL QUALIFICATIONS:
- Bachelor’s Degree in Engineering or equivalent experience
- Design/analysis experience in automation design.
- Design/analysis experience with software HMI\PLC\DCS systems.
- Problem solving – the individual identifies and resolves problems in a timely manner and gathers and analyzes information skillfully
- Communication – the individual speaks and writes clearly and persuasively in positive or negative situations, demonstrates group presentations skills and conducts meetings.
- Building Effective Teams - create strong morale and spirit within the team, shares wins and successes, fosters open dialogue, defines success in terms of the whole team, and creates feeling of belonging in the team.
- Organized and methodical approach to maintaining a high-performance HMI/PLC system
- Regular and reliable attendance.
PREFERRED QUALIFICATIONS:
- HMI and PLC\DCS Systems Design Engineering with 5+ years’ experience
- In depth knowledge and project design experience with HMI Systems and PLC\DCS with end-to-end responsibility.
- In depth knowledge with Allen Bradly PLCs, Controllogix, Compactlogix, and slc500 and micrologix1400.
- In depth knowledge with other PLCs, GE, Modicon, Bristol, Scadapack a plus
- In depth knowledge of industry standard HMI software and platforms – Wonderware System Platform, Rockwell FactoryTalk and Ignition.
- In depth knowledge of DCS systems, DeltaV, Honeywell, and GE Matrix. Also, knowledge of Foxboro, GE Cimplicity, ABB a plus
- In depth knowledge of programming languages, UI design, databases
- Highly organized individuals capable of working on multiple projects simultaneously
- Strong technical writing skills for the development of design standards and specifications
- Ability to collaborate as a team and act as a team leader in a group of cross functional engineers
- User knowledge with AutoCAD, Visio, MS Office and MS Project, Excel
- Knowledge of electrical design, materials and methods installation.
PHYSICAL REQUIREMENTS:
- Vision sufficient to read computer screens, reports and related documents
- Hearing sufficient to hear verbal instruction and normal conversation levels
- Speech sufficient to communicate in person and over the telephone
- Dexterity sufficient to operate computers and other related office equipment
- Strength sufficient to lift, carry and move objects weighing up to 25 lbs.
- Endurance sufficient to maintain efficiency throughout the entire work shift
EQUAL EMPLOYMENT OPPORTUNITY:
Targa Resources provides equal employment opportunities based on merit, experience, and other work-related criteria and without regard to race, color, ethnicity, religion, national origin, sex, age, pregnancy, disability, veteran status, or any other status protected by applicable law. We also strive to provide reasonable accommodation to employees’ beliefs and practices that do not conflict with Targa’s policies and applicable law. We value the unique contributions that every employee brings to their role with Targa.
Automation Technician II – Nights
October 21, 2024 · · Topic: automation impact · Relevance: badAt Jabil we strive to make ANYTHING POSSIBLE and EVERYTHING BETTER. We are proud to be a trusted partner for the world’s top brands, offering comprehensive engineering, manufacturing, and supply chain solutions. With over 50 years of experience across industries and a vast network of over 100 sites worldwide, Jabil combines global reach with local expertise to deliver both scalable and customized solutions. Our commitment extends beyond business success as we strive to build sustainable processes that minimize environmental impact and foster vibrant and diverse communities around the globe. Job Description
JOB SUMMARY
Working under limited supervision, performs a […]
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At Jabil we strive to make ANYTHING POSSIBLE and EVERYTHING BETTER. We are proud to be a trusted partner for the world's top brands, offering comprehensive engineering, manufacturing, and supply chain solutions. With over 50 years of experience across industries and a vast network of over 100 sites worldwide, Jabil combines global reach with local expertise to deliver both scalable and customized solutions. Our commitment extends beyond business success as we strive to build sustainable processes that minimize environmental impact and foster vibrant and diverse communities around the globe.
Job Description
JOB SUMMARY
Working under limited supervision, performs a variety of semi-routine assignments by following established procedures. Is able to recognize the occasional need to deviate from accepted practice to resolve problem.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Follows established procedures on routine assignments; receives instructions on new assignments; completing assignments the following areas:
· Train and coordinates activities of machine operators or MA’s in the maintenance of production equipment.
· Troubleshoot to determine problems in non-functioning electro-mechanical equipment used in the manufacturing process.
· Dismantle, adjusts, repairs and assembles equipment according to layout plans, blueprints, operating or repair manual, rough sketches or drawings.
· Uses test and diagnostic equipment to perform checkouts.
· Rebuilds manufacturing equipment as required.
· Perform scheduled preventive maintenance. Document maintenance as per program designation.
· Move or assist in the movement and installation of equipment.
· Calibrate equipment using general and special purpose test equipment.
· May be required to source equipment parts.
· May be required to work overtime or be on-call.
· Comply and follow all procedures within the company security policy.
· May perform other duties and responsibilities as assigned.
JOB QUALIFICATIONS
KNOWLEDGE REQUIREMENTS
· Knowledge of company policies and procedures to complete assigned tasks.
· Must be able to read, write and communicate in English. Must be able to effectively communicate with technical support services.
· Use of basic and special purpose hand tools, leveling instruments, and test/calibration equipment.
· Must be able to troubleshoot all failures that are detectable at the IO level.
· Basic mathematics.
· May require forklift certification.
· Understanding of electronic color codes and other component value markings.
· Understanding of safety practices requirements.
· Solid knowledge of specialized maintenance tracking programs.
· Personal computer operation in a Windows environment (Excel, Word and PowerPoint and e-mail).
· Use of specialized maintenance tracking programs.
EDUCATION & EXPERIENCE REQUIREMENTS
· Associates degree in electronics with emphasis in servo positioning theory or equivalent discipline.
· Two (2) to five (5) years prior work experience in electro-mechanical equipment in a manufacturing environment required.
· Or an equivalent combination of education, training or experience.
Jabil, including its subsidiaries, is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, genetic information, veteran status, or any other characteristic protected by law.
BE AWARE OF FRAUD: When applying for a job at Jabil you will be contacted via correspondence through our official job portal with a jabil.com e-mail address; direct phone call from a member of the Jabil team; or direct e-mail with a jabil.com e-mail address. Jabil does not request payments for interviews or at any other point during the hiring process. Jabil will not ask for your personal identifying information such as a social security number, birth certificate, financial institution, driver’s license number or passport information over the phone or via e-mail. If you believe you are a victim of identity theft, contact the Federal Bureau of Investigations internet crime hotline (www.ic3.gov), the Federal Trade Commission identity theft hotline (www.identitytheft.gov) and/or your local police department. Any scam job listings should be reported to whatever website it was posted in.
Accommodation Statement
If you are a qualified individual with a disability, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access Jabil.com/Careers site as a result of your disability. You can request a reasonable accommodation by sending an e-mail to Always_Accessible@Jabil.com or calling 727-803-7988 with the nature of your request and contact information. Please do not direct any other general employment related questions to this e-mail or phone number. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.
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Payroll Specialist
October 21, 2024 · · Topic: automation impact · Relevance: badOverview
Susquehanna is growing its Philadelphia area Payroll team with the addition of a Payroll Specialist at our Bala Cynwyd headquarters. In this role, you will assist with the preparation and processing of our multi-state, semi-monthly payroll for over 1,900 US employees.
On our team, you can expect to work in a dynamic environment that fosters continuous learning and development. You will have the opportunity to be involved in new initiatives and projects that will give you exposure to multi-state and international payroll. You will partner with your peers on the Payroll team as well as the Accounting/Tax, Corporate Systems/IT, […]
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Overview
Susquehanna is growing its Philadelphia area Payroll team with the addition of a Payroll Specialist at our Bala Cynwyd headquarters. In this role, you will assist with the preparation and processing of our multi-state, semi-monthly payroll for over 1,900 US employees.
On our team, you can expect to work in a dynamic environment that fosters continuous learning and development. You will have the opportunity to be involved in new initiatives and projects that will give you exposure to multi-state and international payroll. You will partner with your peers on the Payroll team as well as the Accounting/Tax, Corporate Systems/IT, and HR/Benefits teams, among others, to support the business, its payroll needs, and the systems/tools we use to execute these processes every day. Additionally, you will have the chance to research new and complex issues that arise; and help put processes in place to ensure compliance and mitigate risk.
In this role, you will:
- Assist with the processing and payment of bonus, shadow, and off-cycle payrolls throughout the year
- Review and approve employee job, name, and address changes to ensure accurate reporting and payroll processing
- Participate in complex projects such as the evaluation, implementation, and support of moving all new hire tax forms to our payroll software as well as solutions for payments to independent contractors
- Process employee verifications and letters of employment for current and former employees
- Support file generation and related troubleshooting for 401(k), HSA and other benefit plans; actively work with third party vendors to resolve any file related issues and ensure proper disbursement of funds
- Respond to employee inquiries
- Audit and reconcile benefit file feeds and the flow of data
What we're looking for
- Minimum of 2-3 years of multi-state payroll tax experience required
- Demonstrated working knowledge of US federal, state, and local payroll laws and regulations
- Must possess extensive attention to detail and organizational skills
- Prior experience supporting year-end processes, process improvements and process automation required
- Advanced experience with Microsoft Excel required and HRIS reporting strongly preferred
- Strong analytical, quantitative, and problem-solving skills
- Previous experience with UKG Pro is a plus
- Exposure to pre and post-tax benefit plans is a plus
- Visa sponsorship for work authorization is not available for this position now or in the future
SIG does not accept unsolicited resumes from recruiters or search firms. Any resume or referral submitted in the absence of a signed agreement will become the property of SIG and no fee will be paid.
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Job ID 8538
Haas Automation breaks ground on Henderson manufacturing facility
October 21, 2024 · · Topic: automation impact · Relevance: badCity of Henderson Posted
HENDERSON (KTNV) — Construction has officially begun on a new Haas Automation manufacturing facility in Henderson.
Earlier this month, the company held a ceremonial groundbreaking with Haas founder and CEO Gene Haas, Nevada Gov. Joe Lombardo, Henderson Mayor Michelle Romeo, and City of Henderson Councilman Dan Shaw. City of Henderson While the groundbreaking is the official start of construction, Peter Zierhut, Vice President, Outside Operations for Haas Automation, previously told me that Haas has already put over $100 million into the site."We started about three years ago. We put over a year of work into grading […]
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Posted
HENDERSON (KTNV) — Construction has officially begun on a new Haas Automation manufacturing facility in Henderson.
Earlier this month, the company held a ceremonial groundbreaking with Haas founder and CEO Gene Haas, Nevada Gov. Joe Lombardo, Henderson Mayor Michelle Romeo, and City of Henderson Councilman Dan Shaw.
While the groundbreaking is the official start of construction, Peter Zierhut, Vice President, Outside Operations for Haas Automation, previously told me that Haas has already put over $100 million into the site.
"We started about three years ago. We put over a year of work into grading that property, which was a significant project," Zierhut said. "What starts this month is actually vertical construction and the construction of the factory itself."
He added that Nevada seemed like a good fit for the company, who has their world headquarters in Oxnard, California.
"Henderson and Nevada have made it very easy for us to secure land and build a factory fairly quickly. We have had some delays but it was due to the pandemic and not their fault," Zierhut said. "I think Nevada, overall, is just so much more business-friendly than other parts of the country that we've looked at. It's been an easy and wonderful process."
It's something Haas also emphasized at the groundbreaking.
"I've been in the machine tool business for 50 years and this building will reflect that experience. Nevada fits our personality. We are a small company by California standards and Nevada is a small state but people here are more direct and get things done. You are not afraid to build here," Haas said. "It is a beautiful piece of land. Our goal is to turn it into a manufacturing sector. We will be moving our operations here under one roof."
Initially, the factory will hire 200 to 300 workers and that workforce is projected to grow to 2,500 jobs over the next 10 years.
"Primarily, it's going to be workers to build our product, assembly line workers. That's a skill level like, say, a mechanic, somebody that can assemble, build, follow instructions and drawings. It's not heavy-duty work. It's something that we can train fairly easily," Zierhut explained. "The rest of it is machinists, warehouse workers, engineers, a lot of engineers in both mechanical and electrical engineering, as well as manufacturing engineers."
According to Lombardo, manufacturing is booming across our state.
"From 2012 to 2022, manufacturing jobs in Nevada have increased by 61%, while overall employment in the state grew by 26%," Lombardo said. "Advanced manufacturing will enable our state to attract quality employers and good-paying jobs that contribute to economic diversity and resilience."
Economic diversification has been a big topic across the valley as local leaders look for ways to bolster our economy.
"The City of Henderson went through a whole target industry study. When we went through this study, what
we found is there are target industries like logistics management and technologies," said Jared Smith, the Director of Economic Development and Tourism for the City of Henderson. "We're also building back-end artificial intelligence to monitor those industries so that we are understanding, in real-time, those industries and how they're doing here in the City of Henderson."
Smith added that being business-friendly while adapting workforce programs to the needs of incoming companies will make our community stronger.
"Any community that cannot say they are not business-friendly aren't even going to be in the discussion for large business growth. It's also about being proactive with businesses. What are we doing? How are we putting our money and our strategy where these companies need us to," Smith said. "I think it's about economic mobility and economic opportunity that this training can give our residents. Whatever a company needs, Henderson offers it."
PROJECT FAST FACTS:
- 165 acres are under development
- 2.65 million cubic yards of earth have been transported
- 175,000 cubic-yards of native materials were crushed and utilized on-site
- 500 million pounds of gravel is being used
- 70 million pounds of asphalt is being used
- 204,000 cubic yards of concrete is being used
- 1 million square feet of landscape planting
- 2,140 LED high bay fixutes
- 30,500 fire sprinkler heads
Copyright 2024 Scripps Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
DOL guidelines for workplace AI center employee needs, job quality
October 21, 2024 · · Topic: automation impact · Relevance: badThe agency’s principles for responsible AI use in the workplace focus heavily on employee rights and how the technology should improve working conditions.
Published Oct. 21, 2024
Senior Reporter Workers assemble Ford vehicles at the Chicago Assembly Plant on June 24, 2019 in Chicago. Dive Brief: The Department of Labor has issued formal principles to guide employers as they introduce artificial intelligence platforms into their workplaces. The guidelines, released Oct. 16, are an extension of the Biden administration’s 2023 executive order on AI . “Whether AI in the workplace creates harm for workers and deepens inequality or supports […]
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The agency’s principles for responsible AI use in the workplace focus heavily on employee rights and how the technology should improve working conditions.
Published Oct. 21, 2024
Senior Reporter
Dive Brief:
- The Department of Labor has issued formal principles to guide employers as they introduce artificial intelligence platforms into their workplaces. The guidelines, released Oct. 16, are an extension of the Biden administration’s 2023 executive order on AI. “Whether AI in the workplace creates harm for workers and deepens inequality or supports workers and unleashes expansive opportunity depends (in large part) on the decisions we make,” Acting Labor Secretary Julie Su wrote in her introduction.
- The principles are designed to encourage support for collective bargaining rights, transparency in the use of AI, and workers’ data privacy, while seeking to provide employer support for those whose jobs are displaced by the technology.
- The Partnership on AI, a coalition of tech companies and nonprofit organizations that includes Google, Microsoft and the American Civil Liberties Union, commended the recommendations. “Together, we are working to ensure that the benefits of AI are broadly shared so we have a future of work that works for all of us,” the partnership’s CEO, Rebecca Finlay, said in the department’s press release.
Dive Insight:
The agency said its document is not meant as an “exhaustive list” but a framework for businesses, and that “employers should review and customize the best practices based on their own context and with input from workers.”
The Labor effort builds on the labor aspects of the broader Biden administration effort to outline AI policy in the current absence of federal legislation. Several states – notably California and Colorado – have enacted laws regulating AI.
The administration’s October 2023 Executive Order said that AI technology “should not be deployed in ways that undermine rights, worsen job quality, encourage undue worker surveillance, lessen market competition, introduce new health and safety risks, or cause harmful labor-force disruptions.”
While AI may revolutionize some dull or repetitive worker tasks, this automation is likely to cause a demand for new skills and training as employees migrate to new and different work roles and for those overseeing AI work. It may also thrust some workers into unemployment.
Further, AI-augmented work, according to the department “poses risks if workers no longer have autonomy and direction over their work or their job quality declines.”
The technology could also “embed” bias and discrimination into decision-making or make “consequential workplace decisions without transparency, human oversight, and review,” the Labor Department said.
A report last year from the U.S. Chamber of Commerce’s AI Commission also called for measured federal regulation of the technology. “A failure to regulate AI will harm the economy, potentially diminish individual rights and constrain the development and introduction of beneficial technologies,” the report said.
The Chamber did not immediately respond to a request Monday for comment on the Labor Department’s AI framework.
The eight principles articulated in the document aim to:
- Center worker empowerment
- Develop AI ethically
- Establish AI governance and human oversight
- Ensure transparency in AI use
- Protect labor/employment rights
- Use AI to enable workers
- Support workers impacted by AI
- Ensure responsible use of worker data
“Incorporating worker perspectives is an important part of the AI principles, part of our company approach, and a key component of our partnership with AFL-CIO,” Amy Pannoni, Microsoft’s deputy general counsel, said in the department’s press release.
President Joe Biden first nominated Su for the permanent Labor role in February 2023, but the full Senate has not voted because Democrats lack the votes needed to confirm her. Earlier this year, Biden renominated Su, a former labor lawyer from Los Angeles.
Dongfeng Honda Launches New NEV Plant
October 21, 2024 · · Topic: automation impact · Relevance: badSign up for our popular daily email to catch all the latest EV news !
Dongfeng Honda has officially launched its new energy vehicle (NEV) production plant in Wuhan, China, marking the beginning of a new chapter for Honda’s electric vehicle (EV) production. This new plant is Honda’s first dedicated EV production facility worldwide and represents a significant step towards the company’s sustainability goals. With advanced automation, environmentally responsible features, and a focus on efficiency, the plant will help Honda move closer to its global goal of carbon neutrality by 2050.
Key Highlights First dedicated Honda EV production […]
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Dongfeng Honda has officially launched its new energy vehicle (NEV) production plant in Wuhan, China, marking the beginning of a new chapter for Honda’s electric vehicle (EV) production. This new plant is Honda’s first dedicated EV production facility worldwide and represents a significant step towards the company’s sustainability goals. With advanced automation, environmentally responsible features, and a focus on efficiency, the plant will help Honda move closer to its global goal of carbon neutrality by 2050.
Key Highlights
- First dedicated Honda EV production plant globally, located in Wuhan, China.
- Advanced automation, including a multi-level automated warehouse and complete automation of parts logistics.
- Elimination of logistics personnel in the stamping process for enhanced efficiency.
- Environmentally friendly features include reduced energy consumption and real-time monitoring to optimize power usage.
- Part of Honda’s plan to introduce 10 Honda-brand EV models in China by 2027 and achieve 100% EV sales by 2035.
The launch ceremony was attended by high-profile executives, including Toshihiro Mibe, Global CEO of Honda, who emphasized the importance of the plant’s smooth operation and its role in delivering high-quality EV models to customers in China. He stated, “Honda will operate this new plant smoothly and stably and provide high-quality EV models to our customers in China, through which we will continue our pursuit to ‘Expand the Joys for our customers and society.’”
The Dongfeng Honda NEV production plant features a high level of automation in the assembly process, as well as the integration of quality and operational data to improve efficiency. The plant also stands out for its environmental innovations, including an efficient daylighting layout to reduce electricity consumption and the utilization of thermal energy generated during production. Additionally, real-time monitoring of energy consumption in each process allows for dynamic adjustments to minimize waste.
This new plant supports Honda’s ambitious environmental strategy, aiming for carbon neutrality across all products and corporate activities by 2050. In China, Honda plans to introduce 10 EV models by 2027, aiming for full EV adoption by 2035. This includes the e Series, launched in 2022, and the upcoming Ye Series, which was unveiled in 2024.
About Dongfeng Honda NEV Production Plant
- Location: Wuhan, Hubei Province, China.
- Production Capacity: Approximately 120,000 units per year.
- Employment: Approximately 800 associates (as of October 2024).
- Investment Amount: Approximately 4 billion R.M.B.
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The EV Report
The EV Report is a digital platform dedicated to the global electric vehicle industry. It is a product of Hagman Media Group, and its mission is to inform, engage, and connect industry professionals and EV enthusiasts with relevant news and insights.
ABC 13 Houston’s Rita Garcia reveals she is now expecting baby No. 2
October 21, 2024 · · Topic: Basic Income · Relevance: badABC 13 morning anchor Rita Garcia and her husband, Sergio Selvera, announced they are expecting their second child. After giving birth to her first child early last year, ABC 13 Houston anchor Rita Garcia is now expecting her second. The weekday morning anchor took to social media on Friday to make the big announcement. "I’m usually the one delivering the news, but today, Jordan, the future big sister, has the honor," Garcia wrote on Facebook. "Exciting times ahead as we get ready to become a family of four!"
In a slideshow included in the post, Garcia and her husband Sergio […]
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After giving birth to her first child early last year, ABC 13 Houston anchor Rita Garcia is now expecting her second. The weekday morning anchor took to social media on Friday to make the big announcement. "I'm usually the one delivering the news, but today, Jordan, the future big sister, has the honor," Garcia wrote on Facebook. "Exciting times ahead as we get ready to become a family of four!"
In a slideshow included in the post, Garcia and her husband Sergio Selvera hold hands with their daughter Jordan Renee, who wore a "big sis" T-shirt. The couple, who wed in 2021, welcomed Jordan on Jan. 21, 2023.
Prior to joining ABC 13 in 2021, Garcia worked as a morning anchor in Los Angeles on FOX 11's Good Day LA. While on maternity leave last year, she took some time out to appear on the show to congratulate her former co-anchor Tony McEwing on his retirement during his final day at the channel. Before her time on the West Coast, Garcia was previously an anchor at FOX 26 Houston. Born in Austin, she is a Texas State University graduate. She kicked off her career in TV in the Rio Grande Valley at ABC's KRGV-TV, where she was Cameron County bureau chief.
Garcia isn't the only local TV news personality to announce a baby on the way next year. Last week, KPRC 2 meteorologist Caroline Brown revealed she and her husband Jack Chadderdon will be welcoming their first child, a baby boy, in February. The couple has decided to name him Jack Jr. and his nickname will be J.J.
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McConalogue: €206m in eco-scheme advance payments underway
October 21, 2024 · · Topic: Basic Income · Relevance: badAdvance payments under the eco-scheme, worth €206 million, are underway, the Minister for Agriculture, Food and the Marine announced today (Monday, October 21).
According to Minister Charlie McConalogue 110,450 farmers will receive advance payments under the scheme. “Eco-scheme payments are a vital support for farmers and the payment rate in 2024 will be €66.50 per eligible hectare. “The €206 million payment made today, which is €22 million more than in the advance payment in 2023, builds on the Basic Income Support for Sustainability (BISS) advance payment last week to over 110,000 farmers meaning that total advance payments on BISS, Complementary […]
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Advance payments under the eco-scheme, worth €206 million, are underway, the Minister for Agriculture, Food and the Marine announced today (Monday, October 21).
According to Minister Charlie McConalogue 110,450 farmers will receive advance payments under the scheme.
“Eco-scheme payments are a vital support for farmers and the payment rate in 2024 will be €66.50 per eligible hectare.
“The €206 million payment made today, which is €22 million more than in the advance payment in 2023, builds on the Basic Income Support for Sustainability (BISS) advance payment last week to over 110,000 farmers meaning that total advance payments on BISS, Complementary Redistributive Income Support for Sustainability (CRISS) and eco-scheme over the last week amounts to over €712 million,” Minister McConalogue added.
Eco-scheme
To qualify for the eco-scheme payment, farmers have to undertake specific agricultural practices on their farms.
The eco-scheme has eight agricultural practices to choose from and three of these practices also have an enhanced option.
According to the Department of Agriculture, Food and the Marine (DAFM) the aim of the eco-scheme is to “reward farmers, from all farming sectors and from different levels of intensity, for undertaking actions that are beneficial to the climate, environment, water quality and biodiversity”.
Minister McConalogue said: “I know how important these payments are and have been steadfast in my resolve to ensure that all scheme payments issue to farmers in the most efficient and timely manner possible.
“I am therefore pleased that with 94% of all 2024 eco-scheme eligible applicants being paid today, the department is meeting its commitment under the Farmers’ Charter to pay 90% of eligible applicants.”
According to the minister the eco-scheme advance payments starting today at are at a rate of 70% – which is the same rate it was paid at in 2023.
“Payments will be visible in farmers’ bank accounts in the coming days and the department will continue to process, all remaining cases for payment as they meet scheme criteria.
“I would however urge any farmers with outstanding requests for documentation from my department, to return them to allow payments to issue as soon as possible,” he added.
Minister McConalogue also detailed that advance payments under the 2024 Areas of Natural Constraints Scheme (ANC) which started last month and 2024 BISS payments that began last week are continuing “as more cases are cleared for payment”.
Dot Net Developer
October 21, 2024 · · Topic: automation impact · Relevance: badSynechron Inc We are
At Synechron, we believe in the power of digital to transform businesses for the better. Our global consulting firm combines creativity and innovative technology to deliver industry-leading digital solutions. Synechron’s progressive technologies and optimization strategies span end-to-end Artificial Intelligence, Consulting, Digital, Cloud & DevOps, Data, and Software Engineering, servicing an array of noteworthy financial services and technology firms. Through research and development initiatives in our FinLabs we develop solutions for modernization, from Artificial Intelligence and Blockchain to Data Science models, Digital Underwriting, mobile-first applications and more. Over the last 20+ years, our company has been […]
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We are
At Synechron, we believe in the power of digital to transform businesses for the better. Our global consulting firm combines creativity and innovative technology to deliver industry-leading digital solutions. Synechron's progressive technologies and optimization strategies span end-to-end Artificial Intelligence, Consulting, Digital, Cloud & DevOps, Data, and Software Engineering, servicing an array of noteworthy financial services and technology firms. Through research and development initiatives in our FinLabs we develop solutions for modernization, from Artificial Intelligence and Blockchain to Data Science models, Digital Underwriting, mobile-first applications and more. Over the last 20+ years, our company has been honored with multiple employer awards, recognizing our commitment to our talented teams. With top clients to boast about, Synechron has a global workforce of 14,000+, and has 55 offices in 20 countries within key global markets.
Our challenge
We are looking for a candidate who has development experience in C#/.NET with desktop-based application with Equity Derivative and/or SWAP business knowledge. Experience with developing Unit testing modules for Window service-based application. Experience in automating Test Harness.
Additional Information*
The base salary for this position will vary based on geography and other factors. In accordance with law, the base salary for this role if filled within New York, NY is $128k - $138k/year & benefits (see below).
The Role
Responsibilities :
- Develop and maintain desktop-based applications specifically tailored for Equity Derivative and SWAP business functionalities.
- Collaborate with business analysts and stakeholders to translate business requirements into technical specifications.
- Design and implement Windows service-based applications with a focus on performance, scalability, and security.
- Develop comprehensive unit testing modules to validate the functionality and performance of Windows services.
- Automate test harnesses to streamline the testing process and ensure consistent quality.
- Participate in code reviews and adhere to best practices in software development.
- Maintain up-to-date knowledge of C#/.NET programming, design patterns, and application development methodologies.
- Troubleshoot and resolve complex issues within the application and related systems.
- Document technical designs, processes, and procedures for cross-team knowledge sharing and future maintenance.
- Work closely with the quality assurance team to ensure delivery of high-quality and reliable software.
- Provide technical support and guidance to junior developers and team members.
- Stay abreast of new trends and best practices in software development and introduce them to the team wherever beneficial.
Requirements:
You are:
- Bachelor's or master's degree in computer science, Information Technology, or related field.
- Hands on experience in C#/.NET development, particularly with desktop applications.
- Proven experience in the financial services industry, with a strong understanding of Equity Derivatives and/or SWAP business.
- Expertise in developing unit testing modules for Windows services.
- Experience with test automation and familiarity with test harness frameworks.
- Proficient understanding of code versioning tools, such as Git.
- Strong understanding of object-oriented programming and design patterns.
- Excellent problem-solving and analytical skills.
- Strong communication and interpersonal abilities.
It would be great if you also had:
- Experience with WPF, WinForms, or other GUI libraries in .NET for desktop application development.
- Familiarity with Continuous Integration/Continuous Deployment (CI/CD) pipelines.
- Knowledge of SQL and experience with database design and management.
We can offer you:
- A highly competitive compensation and benefits package
- A multinational organization with 55 offices in 20 countries and the possibility to work abroad
- Laptop and a mobile phone
- 10 days of paid annual leave (plus sick leave and national holidays)
- Maternity & Paternity leave plans
- A comprehensive insurance plan including: medical, dental, vision, life insurance, and long-/short-term disability (plans vary by region)
- Retirement savings plans
- A higher education certification policy
- Commuter benefits (varies by region)
- Extensive training opportunities, focused on skills, substantive knowledge, and personal development.
- On-demand Udemy for Business for all Synechron employees with free access to more than 5000 curated courses
- Coaching opportunities with experienced colleagues from our Financial Innovation Labs (FinLabs) and Center of Excellences (CoE) groups
- Cutting edge projects at the world's leading tier-one banks, financial institutions and insurance firms
- A flat and approachable organization
- A truly diverse, fun-loving and global work culture
S- YNECHRON'S DIVERSITY & INCLUSION STATEMENT
Diversity & Inclusion are fundamental to our culture, and Synechron is proud to be an equal opportunity workplace and is an affirmative action employer. Our Diversity, Equity, and Inclusion (DEI) initiative 'Same Difference' is committed to fostering an inclusive culture - promoting equality, diversity and an environment that is respectful to all. We strongly believe that a diverse workforce helps build stronger, successful businesses as a global company. We encourage applicants from across diverse backgrounds, race, ethnicities, religion, age, marital status, gender, sexual orientations, or disabilities to apply. We empower our global workforce by offering flexible workplace arrangements, mentoring, internal mobility, learning and development programs, and more.
All employment decisions at Synechron are based on business needs, job requirements and individual qualifications, without regard to the applicant's gender, gender identity, sexual orientation, race, ethnicity, disabled or veteran status, or any other characteristic protected by law .
Candidate Application Notice
Job ID JR1018731
McGuireWoods Adds Jennifer Shanley as Digital Health Partner
October 21, 2024 · · Topic: automation impact · Relevance: badJennifer Shanley joined McGuireWoods as partner in its digital health and technology team in New York, the firm announced Monday .
Shanley advises clients including digital health providers, medical device manufacturers, clinical laboratories, pharmacies, health systems, hospitals, and companies that support or invest in the health-care industry, the firm said.
In addition, she represents underwriters and health industry issuers in preparing public filings with the Securities and Exchange Commission, and provides regulatory counseling associated with mergers and acquisitions, private equity and venture capital transactions, and public offerings.She joins from Cooley. This story was produced by Bloomberg Law Automation. Learn more about […]
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Jennifer Shanley joined McGuireWoods as partner in its digital health and technology team in New York, the firm announced Monday.
Shanley advises clients including digital health providers, medical device manufacturers, clinical laboratories, pharmacies, health systems, hospitals, and companies that support or invest in the health-care industry, the firm said.
In addition, she represents underwriters and health industry issuers in preparing public filings with the Securities and Exchange Commission, and provides regulatory counseling associated with mergers and acquisitions, private equity and venture capital transactions, and public offerings.
She joins from Cooley.
This story was produced by Bloomberg Law Automation.
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Guaranteed Income: Invest in Post Office Monthly Income Scheme with 7.4% Interest Rate
October 21, 2024 · · Topic: Basic Income · Relevance: badDo you want to get regular income on your savings, Post Office Monthly Savings Income Scheme can be a great option for you. By investing in this scheme, you can definitely get a fixed amount in your account every month. Benefits of the scheme
Regular income: Get a fixed amount every month.
Attractive interest rate: The interest rate of this scheme is higher than other investment options. Safe investment: Post office schemes are completely safe. Flexibility: You can invest in this scheme from a minimum of ₹ 1,000 to a maximum of ₹ 9 lakh (for a single account) […]
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Do you want to get regular income on your savings, Post Office Monthly Savings Income Scheme can be a great option for you. By investing in this scheme, you can definitely get a fixed amount in your account every month.
Benefits of the scheme
Regular income: Get a fixed amount every month.
Attractive interest rate: The interest rate of this scheme is higher than other investment options.
Safe investment: Post office schemes are completely safe.
Flexibility: You can invest in this scheme from a minimum of ₹ 1,000 to a maximum of ₹ 9 lakh (for a single account) or up to ₹ 15 lakh (for a joint account).
How to Invest
To invest in the Monthly Income Scheme, you first have to open your savings account at the post office. After this, you will have to submit the filled form for National Savings Monthly Income Account. Also, you have to deposit the amount to be deposited in the account through cash or cheque along with the form. After this, your Post Office Monthly Income Account will be opened.
Interest Rate and Returns
The interest rate of the Post Office Monthly Income Scheme changes from time to time. Currently, the interest rate is 7.4%. If you invest ₹15 lakh in this scheme, you will get an income of around ₹12,333 every month.
Investment Limit
You can invest up to a maximum of ₹9 lakh when opening a single account.
You can invest up to a maximum of ₹15 lakh when opening a joint account.
Additional Information
You can open a single or joint account in this scheme. The maturity period of this great scheme is about to 5 years. You can withdraw your investment in this scheme at any time, but certain conditions may apply. If you want to invest in this scheme for more than 5 years, you can extend it in blocks of 5 years.
Invest Now
Monthly Savings Income Scheme is a great way to secure your future and get regular income. If you want to invest in this scheme, visit your nearest post office today and find out more.
Oregon Considers a Universal Basic Income Program
October 21, 2024 · · Topic: Basic Income · Relevance: badGet a daily rundown of the top stories on Urban Milwaukee Cash. ( CC0 ) Every day at The Overhead Wire we sort through over 1,500 news items about cities and share the best ones with our email list. Each week, we take some of the most popular stories and share them with Urban Milwaukee readers. They are national (or international) links, sometimes entertaining and sometimes absurd, but hopefully useful.
Use the subway for transit : Every few decades there’s a new movement to make something out of Cincinnati’s abandoned subway tunnels that were only partially finished due to […]
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Get a daily rundown of the top stories on Urban Milwaukee
Every day at The Overhead Wire we sort through over 1,500 news items about cities and share the best ones with our email list. Each week, we take some of the most popular stories and share them with Urban Milwaukee readers. They are national (or international) links, sometimes entertaining and sometimes absurd, but hopefully useful.
Use the subway for transit: Every few decades there’s a new movement to make something out of Cincinnati’s abandoned subway tunnels that were only partially finished due to the inflationary pressures of WWI and killed entirely by the Great Depression. Joshua Lawrence Junker suggests that as the water main that exists there comes to the end of its useful life, perhaps it’s time to revive the idea of a subway for transit again. (Joshua Lawrence Junker | Cincinnati Enquirer)
Day Zero never came but reforms needed: The headlines had stated Mexico City was perilously close to running out of water but a good fortune of timely rainfall and better water management have relieved the pressure for now. The near miss and attention it garnered also started larger discussions about what the city should be doing better to manage its water systems which were more salient due to a national election for president. (Maya Averbuch | Bloomberg CityLab)
Creating Dreamtroit: Two artists have taken an old car factory in Detroit and transformed it into a haven for artists including studio space and affordable housing. Half the units in the space called Dreamtroit are reserved for artists making less than $40k per year and some of the spaces rent for just $365 a month. And as the area around the factory gets redeveloped by major institutional investors, Dreamtroit stands out as “a point of resistance.” (Patricia Leigh Brown | New York Times)
Oregon voters to consider a state basic income rebate: In Oregon, voters will be asked whether the state’s minimum tax on large companies should be increased to give every resident of the state a $750 tax rebate and for some residents with low incomes it could be a direct cash payment. But not everyone is a fan of the idea of universal basic income programs. A lot of elected officials including the governor have come out against it and other states have even written laws banning the practice. (Erika Bolstad | Pew Stateline)
Traffic models and highway spending: Ben Ross and Joe Cortright argue that billions of dollars have been wasted on highway expansions sold to the public through black box traffic models trained to get results that point towards expansion. They use two examples of projects they have been following closely, the I-5 Columbia River Crossing plan in Portland and Maryland’s toll lane expansion to show how the process has been perverted, and pushed actual solutions to congestion to the side. (Ben Ross and Joe Cortright in Dissent Magazine)
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Quote of the Week
Those who don’t see themselves in those images or who live in built-up areas may feel as if cycling is not for them because they are not also white, slim, or able-bodied and do not have widespread access to green spaces and calmer roads on which to cycle.
-A report by the UK charity Possible shared in Forbes on how there’s a lack of diversity in cycling imagery.
This week on the Talking Headways podcast we’re joined by Cassidy Boulan and Thom Stead of the Delaware Valley Regional Planning Commission (DVRPC).
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Post Office’s superhit scheme! Invest once and get Rs 66,600 sitting at home, check the calculation
October 21, 2024 · · Topic: Basic Income · Relevance: badPost Office’s superhit scheme! Invest once and get Rs 66,600 sitting at home, check the calculation Post Office Monthly Income Scheme (POMIS): Single and joint accounts can be opened in MIS. Its maturity is within 5 years from the date of opening the account. From January 1, 2024, this scheme is getting 7.4 percent annual interest.
Post Office Monthly Income Scheme (POMIS) calculator: Do a job, earn money, then invest and earn from interest. But, in most schemes, there is a long wait for your money due to the maturity period. How would it be if there is […]
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Post Office Monthly Income Scheme (POMIS): Single and joint accounts can be opened in MIS. Its maturity is within 5 years from the date of opening the account. From January 1, 2024, this scheme is getting 7.4 percent annual interest.
Post Office Monthly Income Scheme (POMIS) calculator: Do a job, earn money, then invest and earn from interest. But, in most schemes, there is a long wait for your money due to the maturity period. How would it be if there is a scheme in which you invest money once and forget about it but the income keeps coming home every month? Post Office solves this problem of yours. Guaranteed income on investment without risk. Post Office Monthly Income Scheme is the best option. You have to deposit money once in MIS, then there will be guaranteed income every month for the next 5 years. There is an option of single and joint account in MIS. From January 1, 2024, 7.4% annual interest is being given on MIS.
Post Office MIS: What is it and how is it beneficial
In this scheme of post office, you can deposit up to Rs 9 lakh in a single account (POMIS account) and Rs 15 lakh in a joint account. If you want, your total principal amount will be returned after a maturity period of 5 years. At the same time, it can be extended for another 5 years. After every 5 years, there will be an option to take the principal amount or extend the scheme. The interest received on the account is paid every month in your savings account.
POMIS: Guaranteed income will be Rs 66,600
Suppose you open a single account in Post Office MIS and deposit a maximum of Rs 9 lakh. The interest rate on this is 7.4 percent per annum. In this way, there will be an income of Rs 5,550 every month. In this way, the income in 12 months will be Rs 66,600. In this way, there will be a total guaranteed income of Rs 3.33 lakh from interest in 5 years.
What is the rule regarding joint account?
According to the rules, two or three people can open a joint account in MIS. The income received in exchange for this account is given equally to each member. A joint account can be converted into a single account at any time. A single account can also be converted into a joint account. To make any change in the account, all the account members have to give a joint application. There may be premature closure in this. But then there is a tax deduction.
Account can be opened with just ₹ 1000
An account can be opened in the POMIS scheme with a minimum investment of Rs 1000 and investment can be made in multiples of Rs 1000. According to India Post, interest is paid in MIS every month. Any Indian citizen can invest in Post Office Monthly Income Scheme (POMIS).
Which documents will be required?
To open an MIS account, you must have an Aadhaar Card or Passport or Voter Card or Driving License as ID proof. You will have to provide 2 passport size photographs. Utility bills will be valid for address proof. Apart from this, you will have to fill the Post Office Monthly Income Scheme form. You can also download it online. Nominee details are necessary.
GitOps: Enhancing Operational Efficiency with Git-Centric Automation
October 21, 2024 · · Topic: automation impact · Relevance: badThe landscape of software development and operations has been dramatically transformed by the emergence of GitOps. Ravindra Karanam, a distinguished expert in this field, offers profound insights into how GitOps enhances consistency, traceability, and automation in operational workflows. His work illuminates the path forward for organizations seeking to optimize their development and deployment processes.
Core Principles of GitOps
GitOps centers on using Git repositories as the single source of truth for managing infrastructure and applications. It extends version control to infrastructure configurations and deployment specifications. Key principles include: Declarative Approach : Specifies the system’s desired state for predictable deployments. […]
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The landscape of software development and operations has been dramatically transformed by the emergence of GitOps. Ravindra Karanam, a distinguished expert in this field, offers profound insights into how GitOps enhances consistency, traceability, and automation in operational workflows. His work illuminates the path forward for organizations seeking to optimize their development and deployment processes.
Core Principles of GitOps
GitOps centers on using Git repositories as the single source of truth for managing infrastructure and applications. It extends version control to infrastructure configurations and deployment specifications. Key principles include:
- Declarative Approach: Specifies the system’s desired state for predictable deployments.
- Git-based Version Control: Tracks change history and enables easy rollbacks.
- Automated Deployments: Merging changes triggers automated deployment, minimizing manual effort.
- Continuous Monitoring: Tools ensure the system matches the desired Git configuration.
- Pull-based Model: Agents pull configurations, enhancing security by reducing the attack surface.
GitOps Tools and Technologies
The GitOps ecosystem provides tools that simplify application and infrastructure management. Key technologies include:
ArgoCD – A declarative continuous delivery tool for Kubernetes, offering automated deployments, multi-tool support, real-time application state visualization, and flexible management through web UI, CLI, and API.
Flux – An open-source tool that synchronizes Kubernetes clusters with Git repositories, supports Helm charts and CRDs, offers multi-tenancy, and manages secrets.
These tools integrate with CI/CD pipelines, automating deployments based on Git changes and streamlining the management of multiple environments, improving the software delivery process.
Addressing Challenges in GitOps Implementation
While GitOps offers many benefits, several challenges must be addressed to fully realize its potential.
Manual Configuration Drift:Direct changes in production environments can cause discrepancies between desired and actual states. Enforcing strict policies and implementing comprehensive monitoring can help mitigate this issue.
Visibility and Audibility Issues:Maintaining visibility in large-scale systems is difficult. Investing in tools that provide aggregated views and enhance traceability can improve this.
Synchronization Delays:Pipeline execution time and network latency can cause delays. Optimizing pipelines, batching changes, and using advanced GitOps tools can minimize this problem.
Best Practices for Successful GitOps Adoption
Successfully implementing GitOps involves adhering to best practices that enhance deployment reliability, efficiency, and maintainability.
Declarative Infrastructure as Code (IaC)
Utilize tools like Terraform, Ansible, and Kubernetes manifest files to manage infrastructure configurations declaratively, ensuring reproducibility and consistency across environments.
Immutable Deployments
Implement strategies to replace entire infrastructure components rather than modifying them in place. This approach, combined with blue-green or canary deployment strategies, minimizes downtime and reduces the risk associated with updates.
Automated Synchronization
Leverage tools like ArgoCD or Flux for continuous reconciliation between the system state and Git repository, reducing manual intervention and maintaining system integrity.
Separation of Concerns
Organize repositories and workflows to clearly separate application code from infrastructure configurations, facilitating smoother deployments across various environments and improving overall system maintainability.
Comprehensive Testing
Implement robust testing strategies at all levels, from unit tests to integration and end-to-end tests, to ensure the reliability of both application code and infrastructure configurations.
Impact on Organizational Processes
GitOps plays a significant role in shaping organizational processes, promoting collaboration and improving operational efficiency.
Consistency in Deployments
By using version-controlled configurations and automated processes, GitOps ensures consistent deployments, reducing errors and improving system stability across all environments.
Enhanced Traceability
Recording every change in Git provides a detailed audit trail, aiding troubleshooting, ensuring regulatory compliance, and supporting better decision-making by offering clear system evolution insights.
Improved Collaboration
GitOps bridges the gap between development and operations teams, encouraging shared ownership and standardized workflows. This leads to faster problem resolution and a more cohesive approach to system development and management.
Accelerated Innovation
By streamlining the deployment process and reducing manual overhead, GitOps allows teams to focus more on innovation and feature development, potentially leading to faster time-to-market for new products and services.
In conclusion, Ravindra Karanam‘s work underscores that GitOps is not just a trend, but a fundamental shift in how organizations approach software development and operations. By offering enhanced consistency, traceability, and automation, GitOps paves the way for more efficient, reliable, and scalable software deployment practices. As the field continues to evolve, staying attuned to emerging best practices and tools will be crucial for organizations aiming to maintain a competitive edge in the fast-paced world of software development.
Public Sector Management Practices Survey pilot, UK: 2023
October 21, 2024 · · Topic: automation impact · Relevance: bad1. Main Points
On a scale of 0 to 1, the mean public sector management practice score (0.56) was broadly comparable to the private sector management practice score (0.55), and the median in the public sector (0.58) was also broadly comparable to the private sector (0.60).
Police and fire service organisations had the highest median management practice score (0.69); education organisations had the lowest median management practice score (0.57). Across all public services surveyed, organisations with more employees had higher management practice scores. Public sector organisations with higher management practice scores were more likely to adopt […]
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1. Main Points
On a scale of 0 to 1, the mean public sector management practice score (0.56) was broadly comparable to the private sector management practice score (0.55), and the median in the public sector (0.58) was also broadly comparable to the private sector (0.60).
Police and fire service organisations had the highest median management practice score (0.69); education organisations had the lowest median management practice score (0.57).
Across all public services surveyed, organisations with more employees had higher management practice scores.
Public sector organisations with higher management practice scores were more likely to adopt technology, including artificial intelligence, and were more likely to see automation as way to deliver work in a different way.
Only around one-fifth (19%) of public sector organisations surveyed reported facing no barriers to improving how they were managed, compared with almost one-third (32%) of private sector organisations.
The pilot study of our Public Sector Management Practices Survey (PSMPS) faced challenges in reaching some public sector organisations, notably in healthcare; public sector respondents reported some difficulty in applying private sector-structured management practice questions to their organisation.
!
Caution should be taken when interpreting these results, which are based on a pilot survey with low response rates in some public service sectors. For more details, please see Section 8.
2. Measurement of management practices in the public sector
This bulletin reports the main findings from the pilot of our Public Sector Management Practices Survey (PSMPS). This pilot was conducted across the UK from April to July 2024. It asked public sector organisations about their structured management practices in 2023. The survey covered organisations in five public service sectors:
central government – ministerial and non-ministerial departments, devolved administrations, and arm's length bodies
local government
education
health and social care – boards, trusts, and local healthcare providers; local healthcare units were excluded from analysis because of low response rates
police and fire services
This is the first time a survey of management practices across the public sector has been conducted in the UK. The PSMPS contributes to our Public Services Productivity Review (PSPR) by improving our understanding of the role of management practices for productivity. The PSMPS pilot is based on our established Management and Expectations Survey (MES), which we have conducted periodically since 2016.
Differences in management quality have been found to be related to important private sector firm outcomes like productivity, as described in The New Empirical Economics of Management article by Bloom, Sadun, Van Reenen and co-authors. Small-scale, bespoke studies of the public sector have found that management is important to delivering better outcomes in areas like health and education. These include The impact of competition on management quality working paper (PDF, 164KB) and Does management matter in schools paper (PDF, 394KB), both by Bloom and co-authors.
Management practice scoring questions have been developed to measure management quality across organisations. This allows for comparisons of management practices between the public and private sector, across the public sector, internationally, and over time. The structured management practices scores were developed across a series of academic projects by Nick Bloom, Raffaela Sadun, John Van Reenen and co-authors, as described in their Measuring and explaining management practices across firms and countries paper (PDF, 575KB). Scores consist of four categories:
continuous improvement – how well organisations monitor and adapt to unexpected situations (1 question)
key performance indicators (KPIs) – how many, and how frequently they are reviewed (3 questions)
targets – how targets are set, tracked, and reviewed (6 questions)
employment practices – processes of promotion, management, and training of employees (6 questions)
Management practice scores range from 0 to 1. Organisations score 0 if they do not respond to ongoing problems, base promotion decisions on factors other than merit, and do not track performance or set targets. To score 1, organisations need to continuously review their processes to minimise future challenges, carry out regular performance reviews, train employees, and base hiring and promotion decisions on merit.
The PSMPS pilot also included supplementary questions on topics related to structured management practices and organisational performance, such as technology adoption, innovation, and staff retention. Given this is an initial pilot study of the PSMPS in the UK, we consider these findings to be provisional. They are classified as official statistics in development.
The pilot survey aims to provide a baseline measure of public sector management practices, and to test the translation of the survey instrument from the private to the public sector. Conducting the survey has highlighted the benefits and limitations of comparing management practices between private and public sectors using the same approach. We found that some aspects of management are more relevant to the private sector than the public sector. For example, anecdotal evidence from respondents during the fieldwork period suggested that they have a different understanding of how best practice can be achieved across the four dimensions of management.
We also carried out qualitative research to further explore management practices, particularly on the impact of administrative tasks and the use of innovation through automation and technology, like artificial intelligence, on productivity. Findings from this research are published in our Public sector managers' views on management practices, Great Britain: August to September 2024 article.
3. Management practices in the public sector, 2023
The total management practice score is a simple average of all 16 questions across the 4 dimensions of management. On a scale of 0 to 1, the overall mean management practice score was 0.56 across the UK public sector. This is similar to the private sector average of 0.55, as found in our Management and Expectations Survey (MES) 2023. The public sector median score of 0.58 was also similar to the private sector MES median score of 0.60.
Figure 1 shows the distribution of management practice scores across organisations in the public sector and the private sector. The public sector had fewer respondents with management practice scores at the lower end of the scale, compared with the private sector. However, a greater proportion of public organisations are concentrated just below the average, while proportionally, more private firms have a higher score. This is why the public sector median score is lower than the private sector median score.
Figure 1: Management practice scores in the public sector are broadly comparable to the private sector
Comparison of Public Sector Management Practices Survey (PSMPS) and Management and Expectations Survey (MES) overall management practice score distribution, UK, 2023
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Embed this interactiveFigure 2 shows the distribution of management practice scores for each sector surveyed by the Public Sector Management Practices Survey (PSMPS) using a box-and-whisker plot. Police and fire services had the highest management score, with a median score of 0.69. This is followed by central government (0.67), health boards (0.66), local government (0.65), and education (0.57).
Differences in these median sector scores were statistically tested to determine whether they are significant. When excluding education, differences were not found to be significant. Therefore, users should interpret these results as showing a large degree of similarity in management scores across the public sector.
Public sector organisations are more closely distributed around the median. However, in the private sector, the median is closer to the 75th percentile. This means there are many higher-scoring firms, but with a larger proportion of low-scoring firms.
Figure 2: Management practices vary by sector
Management practice score by sector, UK, 2023
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Embed this interactiveNotes:
Lines show the 10th to 90th percentiles.
Boxes show the 25th to 75th percentiles, with the middle line showing the median and the "x" showing the mean.
"MES23" refers to results from the Management and Expectations Survey, 2023, of private firms.
Figure 3 presents average scores for each of the four dimensions of management by PSMPS public service sector and for the private sector overall from the MES. Like the private sector, "continuous improvement" and "employment practices" were the highest-scoring components of management across the public sector. "Key performance indicators (KPIs)" in the public sector varies more than other components of structured management practices, ranging from 0.42 in education to 0.66 in health boards.
Figure 3: “Continuous improvement” is the highest scoring component of management practice score by sector
Mean management practice score by component and public service sector, UK, 2023
Source: Public Sector Management Practices Survey (PSMPS) pilot and Management and Expectations Survey (MES) from the Office for National Statistics
Download this chart Figure 3: “Continuous improvement” is the highest scoring component of management practice score by sector
The relationship between firm size and management score in the private sector has been shown to be positive and statistically significant. We tested this hypothesis for the public sector, controlling for the type of public organisation. Figure 4 shows the regression coefficients for organisation size.
Organisations that employ between 100 and 249 people have management scores on average 0.06 points higher than organisations that employ between 20 to 49 people. As organisations continue to become larger, management scores continue to increase, but at a slower rate. An organisation that had 5,000 or more employees had a score on average 0.02 points higher than one that had between 1,000 and 1,999 employees.
Figure 4: Organisations with more employees have a higher management practice score on average
Conditional analysis of the relationship between management practices score and organisation size, UK, 2023
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Embed this interactive4. Management practices and technology adoption in the public sector
Levels of current or planned artificial intelligence (AI) adoption and testing vary by management practice score (Figure 5). Over a quarter (27%) of organisations in the bottom decile of management practice score had tested, used, or planned to use the technology, compared with 47% in the top decile.
Figure 5: Organisations with higher management practice scores were more likely to test, use, or plan to use artificial intelligence
Proportion of organisations that used or tested artificial intelligence, UK, 2023
Source: Public Sector Management Practices Survey (PSMPS) pilot from the Office for National Statistics
Download this chart Figure 5: Organisations with higher management practice scores were more likely to test, use, or plan to use artificial intelligence
The technologies used in 2023 varied across the public service sector (Figure 6). Cloud-computing was reported as the most common technology that had been adopted in 2023 across all sectors, followed by specialised software. Healthcare organisations were more likely to adopt robotics than other sectors, with 58% of health boards reporting they had done so. Specialised equipment was also more widely used in health boards (54%) and in police and fire services (61%) than in other sectors.
Figure 6: Cloud-based computing was the most commonly-used technology
Use of technology type by public service sector, percentage of respondents, UK, 2023
Source: Public Sector Management Practices Survey (PSMPS) pilot from the Office for National Statistics
Download this chart Figure 6: Cloud-based computing was the most commonly-used technology
We asked organisations about the types of analysis they use to support making important decisions. In the bottom decile of management practice scores, 22% of organisations used little to no analysis, compared with 0% in the top decile. The most common use of data analysis was timeseries analysis (73%), followed by dashboards and interactive tools analysis (69%).
Figure 7: Analysis was more commonly used for decision making in better-managed organisations
Use of analysis by management practice score decile, percentage of respondents, UK, 2023
Source: Public Sector Management Practices Survey (PSMPS) pilot from the Office for National Statistics
Download this chart Figure 7: Analysis was more commonly used for decision making in better-managed organisations
5. Improving public sector management
Just under one-fifth (19%) of organisations reported facing no barriers to improving how they were managed. In 2023, 23% of the top decile of management practice scores faced no barriers, compared with 28% in the bottom scoring decile. In comparison, 32% of private sector firms reported no barriers in 2023, according to the Management and Expectations Survey (MES).
The most commonly-reported barriers to improving the way organisations were managed were cost (58%), or there was too little time to think about or implement those changes (41%). This varied by decile, with cost being the most common response for the top decile and the second-most common response for the bottom decile. "Employee resistance" was reported as a barrier to improvement by 28% of organisations in the top decile of management practices, compared with 5% of organisations in the bottom decile.
Figure 8: Cost and too little time were the most common barriers to improving management in organisations
Barriers to improving management by management practice score decile, percentage of respondents, UK, 2023
Source: Public Sector Management Practices Survey (PSMPS) pilot from the Office for National Statistics
Download this chart Figure 8: Cost and too little time were the most common barriers to improving management in organisations
When asked how managers improve the way the organisation is managed, the most common response (80%) was "formal training online" (Figure 9). Within the top decile, 41% of organisations would carry out their own experimental changes to improve management practices. This was more than double the proportion of organisations in the bottom decile (19%). There were also large differences between the proportion of organisations making use of government-funded training schemes, with 67% of the top decile doing so, compared with 33% of the bottom decile. Employees would be consulted by 84% of organisations in the top decile, compared with 61% in the bottom decile.
Better-managed organisations more commonly reported more than one means of improving the way the organisation was managed. Of organisations in the bottom decile reported, 4% reported that "nothing" was done as a means of improving the way the organisation was managed, compared with 1% of the top decile.
Figure 9: Better-managed organisations were more likely to report ways of improving management their organisation
Solutions to improving management by management practice score decile, percentage of respondents, UK, 2023
Source: Public Sector Management Practices Survey (PSMPS) pilot from the Office for National Statistics
Download this chart Figure 9: Better-managed organisations were more likely to report ways of improving management their organisation
When asked about factors that reduce their ability to get work activities done on time (Figure 10), the most common factors reported were "understaffing" (66%) and "ad hoc work" (56%). "Lack of digital/technical skills" was identified as a barrier in more organisations in the top decile (22%) and bottom decile (10%). The only factor more commonly reported by the bottom decile was "excessive mandatory/statutory training" (14%), compared with 11% of the top decile.
Figure 10: Understaffing and ad-hoc requests were common factors affecting organisations’ ability to get work done on time
Factors affecting the ability to get work done on time by management practice score decile, percentage of respondents, UK, 2023
Source: Public Sector Management Practices Survey (PSMPS) pilot from the Office for National Statistics
Download this chart Figure 10: Understaffing and ad-hoc requests were common factors affecting organisations’ ability to get work done on time
We asked organisations "How could administration work in your organisation be done in a more efficient way?". The most common response was to "streamline or reduce task repetition", with 80% of all respondents citing this option (Figure 11). Of organisations in the top decile of management practice scores, 62% reported "using automated computer process", compared with 25% in the bottom decile.
Figure 11: Better-managed organisations were more likely to report computer automation as an opportunity to do work more efficiently
Ways work could be done more efficiently by scoring decile, percentage of respondents, UK, 2023
Source: Public Sector Management Practices Survey (PSMPS) pilot from the Office for National Statistics
Download this chart Figure 11: Better-managed organisations were more likely to report computer automation as an opportunity to do work more efficiently
When asked about the amount of administration work that could be done by something else in each week (for example, by automation), 56% of the top decile of management practice scores reported that between 10% and 24% of work could be automated. The most common response (48%) in the bottom decile was that less than 10% of work could be automated. Some 30% of organisations in the bottom decile reported that no work could be automated, compared with 10% in the top decile.
Figure 12: Better-managed organisations reported more work could be done in a different way in a typical week
Amount of administration work that could be done in another way by scoring decile, percentage of respondents, UK, 2023
Source: Public Sector Management Practices Survey (PSMPS) pilot from the Office for National Statistics
Download this chart Figure 12: Better-managed organisations reported more work could be done in a different way in a typical week
Organisations were grouped into those which have used or tested artificial intelligence (AI) and those who have not used or tested AI in the workplace. This allows us to understand whether users or non-users are more likely to identify opportunities for administration work to be assisted by the application of technology. Figure 13 shows that 6% of organisations that have used AI reported no administration work could be automated or done by something else, compared with 14% of non-users.
Figure 13: Organisations with experience of using artificial intelligence are more likely to report opportunities to automate work
Amount of administration work that could be done in another way by experience of use of artificial intelligence, percentage of respondents, UK, 2023
Source: Public Sector Management Practices Survey (PSMPS) pilot from the Office for National Statistics
Download this chart Figure 13: Organisations with experience of using artificial intelligence are more likely to report opportunities to automate work
6. Data on management practices in the public sector
Management score estimates from the Public Sector Management Practices Survey
Dataset | Released 21 October 2024
Management score estimates from the Public Sector Management Practices Survey (PSMPS), a new survey of management practices in public sector organisations.
7. Glossary
Management practices score
The overall management practices score (or management score) is an average of the scores along the four dimensions of management practices measured: continuous improvement, key performance indicators (KPIs), targets, and employment practices.
Artificial intelligence
Artificial intelligence (AI) is computer programs or machines that can learn from data and perform tasks that are usually completed by humans. AI is currently used in many ways, including online product recommendations, facial recognition, self-driving vehicles, medical diagnostic tools, and chatbots that interact in a conversational way and can answer complex questions.
Automation
Automation is a set of technologies that can substitute routine, non-cognitive tasks or jobs. For example, this could include the introduction of the telephone switchboard replacing switchboard operators, or accounting software.
8. Data sources and quality
Coverage and defining the public sector for the Public Sector Management Practices Survey pilot
Public sector organisations may have several thousand employees. They may operate on a multi-site basis, within the same organisational structure, or be responsible for overseeing a variety of functions or frontline services. We arrived at the approach of surveying sectors by selecting a single location per organisation, typically the headquarters, by engaging with departmental leads during development of the Public Sector Management Practices Survey (PSMPS). This means that a single office is asked to report on the management practices for the whole organisation, which could be spread across multiple sites. The benefit of this approach is that surveys could be targeted at organisation leaders, ensuring senior managers or their delegates were the respondent. However, it does mean less granularity within organisations, from the perspective of their different locations or the functions they deliver.
Our business surveys will typically only survey once per reporting unit. The exceptions to this single-site PSMPS approach are the health and social care sector and the education sector. This is because community schools, academy status schools, and health and social care providers are, in effect, delivering public services within a larger organisation like the local authority, multi-academy trust, or health board.
For this pilot, the public sector is primarily defined by using the Inter-Departmental Business Register (IDBR) legal status of organisations, or by selecting schools from the Department for Education's school establishment list. Only those organisations on the IDBR with a public sector legal status were eligible to be sampled. We made exclusions below sector-specific employment thresholds to reduce the respondent burden on small organisations. This approach meant that some organisations that are commonly considered as part of the public sector were not included.
General practitioners (GPs) are an example of public services not included in the pilot. GPs are classified as "social transfers in kind – market production purchased by general government and non-profit institutions serving households (NPISHs)", as described in our Public sector classification guide and forward work plan. They provide healthcare free at the point of use, and are services purchased by central government. However, GP surgeries are commonly classified as having a private sector legal statuson the IDBR. It is not possible to identify from the IDBR whether the services they deliver are solely on behalf of the NHS, with contracts to provide NHS healthcare free at the point of use. Conversely, an NHS health board has a public sector legal status and would be eligible to be surveyed. Academy schools or trusts are state funded but have charitable legal status. They are classified under central government, with the Department for Education being the sponsoring body, and so have been included in this pilot. Classifications are described in more detail in our Public sector classification guide and forward work plan.
Users may be interested in a more granular breakdown of results. This will require a separate weighting approach and further disclosure checks to maintain respondent confidentiality, which we will develop over the coming months. Results with extended breakdowns will be published when these weights have been fully quality assured.
Sampling and response rates
Public sector organisations, such as ministerial departments, were selected to represent themselves. Where the number of organisations were large, such as schools or local healthcare providers, a stratified random sample was drawn to represent the subsector. The sample was comprised of the eligible organisations in each sector.
Eligible organisations in the central government sector (selected by census)
Ministerial departments
Non-ministerial departments
Arm's length bodies (ALBs)
Executive agencies
Devolved administrations and their departments, ALBs and agencies
Eligible organisations in the local government sector (selected by census)
Local authorities
Devolved English regions
Eligible organisations in the health and social care sector
Health boards (selected by census)
Health and social care providers (selected by threshold sample)
Eligible organisations in the police and fire services sector (selected by census)
- All headquarters
Eligible organisations in the education sector (selected by stratified random sample)
Local authority schools
Academy groups
Academy schools
Achieving responses from local units below health board level in the health and social care sector proved to be challenging. The low response rate has led to concerns with data quality, so they were excluded for the purposes of this bulletin. Further work will be done to investigate the feasibility of deriving results from these respondents. The effective response rate was 18%. Response rates by public service are shown in Table 1.
Response rate | Completed | Sample size | |
---|---|---|---|
Local government | 40% | 155 | 388 |
Central government | 35% | 85 | 242 |
Police and fire | 35% | 33 | 95 |
Health boards | 20% | 57 | 281 |
Education | 16% | 1423 | 8928 |
All | 18% | 1753 | 9934 |
Source: Public Sector Management Practices Survey (PSMPS) pilot from the Office for National Statistics
Download this table Table 1: Response rates by public service
Weighting
Weighting is applied to results to make them reflect the population of organisations within the public sector, rather than just the organisations that have responded. Responses have been weighted by selection probability and response rates within stratification groups.
Selection probability weights are referred to as "a-weights". For the PSMPS, organisations that were selected by census were given an a-weight of 1, meaning they represent only themselves. If 20% of organisations within a stratification group were randomly sampled, each organisation sampled was assigned an a-weight of 5, so its return represented five organisations. A-weights were adjusted by the response rate of each group, using a similar approach. If 50% of organisations in a stratification group responded, each return in that group represented two organisations.
Future developments
The PSMPS pilot has captured an important baseline of management practices and provides a strong basis for conducting further waves of this survey. The survey gives important insight into how public sector organisations are managed, as well as how to measure management practices in the public sector.
Users may be interested in a more granular breakdown of results. This will require a separate weighting approach and further disclosure checks to maintain respondent confidentiality, which we will develop over the coming months. Results with extended breakdowns, such as by geography, will be published when these weights have been fully quality assured.
Official statistics in development
These statistics are labelled as "official statistics in development". Until September 2023, these were called "experimental statistics". Read more about the change in our Guide to official statistics in development.
We are developing how we collect and produce the data to improve the quality of these statistics. Once the developments are complete, we will review the statistics with the Statistics Head of Profession. We will decide whether the statistics are of sufficient quality and value to be published as official statistics, or whether further development is needed. Production may be stopped if they are not of sufficient quality or value. Users will be informed of the outcome and any changes.
We value your feedback on these statistics. Contact us at psmps@ons.gov.uk.
9. Related links
Management practices in the UK: 2016 to 2023
Bulletin | Released 13 May 2024
Review of management practice scores for firms in the production and services industries across the UK in 2023 and Great Britain from 2016 to 2023.
Public sector managers' views on management practices, Great Britain: August to September 2024
Bulletin | Released 21 October 2024
Public sector managers' views on their organisations' management practices, administration, technology and innovation, and on how these affect productivity.
Time use in the public sector, further analysis, Great Britain: February 2024
Bulletin | Released 21 October 2024
Estimates of time spent by public sector workers on a range of work activities. These are official statistics in development.
How we are transforming our understanding of public services productivity
Blog | Released 21 October 2024
National Statistical blog explaining how work on public services productivity is progressing. Includes insights about where productivity could potentially be improved.
Time Well Spent: How the ONS is improving the measurement of public service productivity
Blog | Released 09 January 2024
National Statistical blog explaining why the Office for National Statistics (ONS) launched the pilot Time Use Survey for public sector workers.
10. Cite this statistical bulletin
Office for National Statistics (ONS), released 21 October 2024, ONS website, statistical bulletin, Public Sector Management Practices Survey pilot, UK: 2023
Schneider Electric expands footprint in the Middle East
October 21, 2024 · · Topic: automation impact · Relevance: badThe new facility will generate local employment. Credits: ricochet64/Shutterstock. French energy management and automation company Schneider Electric has established a new manufacturing facility in Sharjah, UAE.
Located in the Hamriyah Free Zone, it will cater to the region’s growing demand for AI-powered data centre solutions. The free zone attained second place in fDi’s Global Free Zone of the Year Awards 2024.
Schneider Electric’s new site will manufacture and assemble AI-ready prefabricated modular data centres. It will contribute to the country’s ‘ Make it in the Emirates ‘ strategy and benefit from the National In-Country Value (ICV) program. Both initiatives aim to […]
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French energy management and automation company Schneider Electric has established a new manufacturing facility in Sharjah, UAE.
Located in the Hamriyah Free Zone, it will cater to the region’s growing demand for AI-powered data centre solutions. The free zone attained second place in fDi’s Global Free Zone of the Year Awards 2024.
Schneider Electric’s new site will manufacture and assemble AI-ready prefabricated modular data centres. It will contribute to the country’s ‘Make it in the Emirates‘ strategy and benefit from the National In-Country Value (ICV) program. Both initiatives aim to enhance the local economy and private sector’s role in the UAE’s GDP.
The new data centre line is designed to provide customers with more reliable services, reduce expenses, and expedite the implementation process. The facility will generate domestic employment predominantly in supply chain, logistics, project management, and maintenance.
Amel Chadli, president of Gulf countries at Schneider Electric said, “Our expansion in local manufacturing reflects Schneider Electric’s commitment to the UAE’s vision for industrial growth and sustainability.”
See Also:
- Levi Strauss joins Pakistan safety Accord, urged to join Bangladesh
- Trump-proofing the EU: too little, too late?
“By advancing our AI-powered data centre solutions, we are addressing the country’s increasing demand for scalable, energy-efficient, digital infrastructure.”
He further added that the facility will enable it to provide data centre solutions in alignment with “national economic objectives and the evolving needs of industries.”
The new site adds to Schneider Electric’s investments globally in 2024. In September, it opened a new $55m manufacturing site in Scarborough, UK. In March, it invested $140m to boost its operations in Tennessee, US.
According to GlobalData insights, Schneider Electric is most prolific at making international expansions in the electronics sector.
Valmet’s change negotiations completed in Finland in its Paper business line’s Board and Paper Mills business unit
October 21, 2024 · · Topic: automation impact · Relevance: badValmet Oyj’s press release on October 21, 2024 at 12:00 p.m. EEST
ESPOO, Finland, Oct. 21, 2024 /PRNewswire/ — Valmet announced on September 5, 2024 , the start of change negotiations in its Paper business line’s Board and Paper Mills business unit that included a plan to consider measures aimed at improving the profitability and competitiveness of the business operations. The business unit develops and delivers board and paper making lines and technologies globally. The scope of the negotiations covered all employees in Board and Paper Mills business unit in Finland, totaling approximately 1,300 employees. Other organizations or employees […]
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Valmet Oyj's press release on October 21, 2024 at 12:00 p.m. EEST
ESPOO, Finland, Oct. 21, 2024 /PRNewswire/ -- Valmet announced on September 5, 2024, the start of change negotiations in its Paper business line's Board and Paper Mills business unit that included a plan to consider measures aimed at improving the profitability and competitiveness of the business operations. The business unit develops and delivers board and paper making lines and technologies globally. The scope of the negotiations covered all employees in Board and Paper Mills business unit in Finland, totaling approximately 1,300 employees. Other organizations or employees in the Paper Business Line were not included in the scope of the change negotiations.
As a result of the change negotiations, the employment of 112 people will end. In addition, there will be fixed-term position terminations, retirements, and internal transfers to other positions within Valmet. At the beginning of the negotiations, the need for employee reductions was estimated to be 200 positions.
Additionally, the Board and Paper Mills business unit will implement temporary layoffs lasting up to 90 days during the first half of 2025.
Valmet supports the re-deployment of the laid-off persons by offering i.e. personal career coaching.
Valmet has in total more than 19,000 employees globally, and in Finland it employes around 6,600 people.
VALMET
Corporate Communications
For more information, please contact:
Mikko Sillanpää, Vice President, Paper business line, Board and Paper Mills business unit, Valmet, tel. +358 40 766 4971
Petri Rasinmäki, Business Line President, Paper, Valmet, tel. +358 40 042 8422
Valmet has a global customer base across various process industries. We are a leading global developer and supplier of process technologies, automation and services for the pulp, paper and energy industries, and with our automation and flow control solutions we serve an even wider base of process industries. Our more than 19,000 professionals around the world work close to our customers and are committed to moving our customers' performance forward – every day.
The company has over 220 years of industrial history and a strong track record in continuous improvement and renewal. Valmet's net sales in 2023 were approximately EUR 5.5 billion.
Valmet's shares are listed on the Nasdaq Helsinki and the head office is in Espoo, Finland.
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This information was brought to you by Cision http://news.cision.com
The continuing woes of CVS
October 21, 2024 · · Topic: Basic Income · Relevance: badGood morning. I feel bittersweet about the WNBA season ending, but I’m excited that the NBA regular season kicks off tomorrow night. Today, we’re looking at a guaranteed basic income program in Salem, Halloween costume ideas , and the social media accounts of Boston sports teams.
But first, we’re examining the continuing struggles of CVS and other pharmacy giants.
To continue reading, please login or subscribe to Globe.com THE STARTING POINT CVS’s financial woes are harming its retail pharmacy business — and consumers. MICHAEL DWYER/ASSOCIATED PRESS CVS, with dreams of becoming a comprehensive health care behemoth , is struggling. It’s […]
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Good morning. I feel bittersweet about the WNBA season ending, but I’m excited that the NBA regular season kicks off tomorrow night. Today, we’re looking at a guaranteed basic income program in Salem, Halloween costume ideas, and the social media accounts of Boston sports teams.
But first, we’re examining the continuing struggles of CVS and other pharmacy giants.
To continue reading, please login or subscribe to Globe.com
THE STARTING POINT
CVS, with dreams of becoming a comprehensive health care behemoth, is struggling. It’s cutting 2,900 corporate jobs nationwide. It’s ending some of its core infusion services and closing or selling 29 pharmacies that provide those services. On Friday, the company ousted its CEO.
For the past few years, the Rhode Island-based corporation has been trying to build itself into a one-stop-shop for all things health care: drug stores, in-store primary health clinics, health insurance (Aetna), and a pharmacy benefit manager.
But it’s been difficult to tie those business pieces together. CVS even considered spinning off Aetna and breaking itself into two smaller companies; it ultimately decided not to.
Even though CVS’s troubles are very specific to that company, turmoil is roiling the pharmacy industry: Rite Aid recently emerged from bankruptcy, and Walgreens is closing one-fourth of its 8,600 stores.
What’s happening?
After the pandemic, customers simply didn’t return to brick-and-mortar pharmacies in the same numbers, preferring to order online, which often is cheaper. The problem is that many pharmacies are closing in places where residents have low incomes, making it difficult for them to get the medications they need.
It’s a problem that affects nearly 15,000 Bostonians — and counting. Since 2017, at least 26 pharmacies in the city and about 200 statewide have closed, according to data from the Massachusetts Department of Public Health.
A Globe analysis found that many of these so-called pharmacy deserts overlap with vulnerable communities that are already poorer, sicker, and less well resourced than the rest of the state.
With CVS floundering, health care inequalities could grow worse.
POINTS OF INTEREST
MIDDLE EAST How Israel decimated Hamas and Hezbollah leadership in three months. The sprawling decapitation operation has little precedent in modern history. (Axios)
NEW ENGLAND Stop & Shop is closing 14 stores around the region between Oct. 31 and Nov. 2. The chain will offer a 15 percent discount at those stores starting Friday. (The Patriot Ledger)
SAUGUS, Mass. Too many close encounters between people walking their dogs and coyotes has residents on edge. There are ways to avoid unwanted encounters with the wild animals. (The Boston Globe)
TD GARDEN The Celtics open the 2024-2025 season tomorrow night against the New York Knicks. It’s also Banner Night to celebrate their 18th championship. (NESN)
CAMBRIDGE The American Repertory Theater is selling 20,000 pieces from its historic costume collection — just in time for Halloween (photo above). The sale continues this weekend. (The Boston Globe)
SALEM, Mass. The city launched a guaranteed basic income program for residents who live at or below the poverty line. The pilot program will give 100 residents $500 per month with no strings attached. (The Boston Globe)
ON SOCIAL MEDIA Boston sports teams are relying on social media to reach a younger generation of fans. The new-age sports marketing includes game day fits, skits, and fast-paced highlight reels. (Boston Magazine)
AT WORK Bostonians are more likely to skip their midday meal than the national average, according to an annual lunch report. Their reasons are related to money and time. (The Boston Globe)
IN YOUR CLOSET This global fashion business quiz tests your knowledge of how people around the world shop for their clothing. (Rest of World)
IN YOUR MAILBOX The third biggest print magazine by circulation is published by ... Costco. The top two spots are held by AARP: The Magazine and The AARP Bulletin. (The New York Times)
BOSTON The city is packed with things to do this Halloweekend and beyond. There’s a candy crawl, nightmare bash, drag dinner, and more. (The Boston Globe)
ELECTION INSIGHTS | 15 days until the presidential election
We’re using five Election Insights to explain each of the questions on the Massachusetts ballot this fall. Today, we’re tackling Question 3: Unionization for Transportation Network Drivers. Here are the others we’ve done: Question 1 and Question 2.
This Question 3 analysis is from the Globe’s Voter Guide. It was written by reporter Katie Johnston.
What this question would do
Question 3 would give Uber and Lyft drivers the right to organize a union. The companies consider the drivers to be independent contractors, a classification of workers not typically allowed to unionize under federal law. This ballot initiative would create a new framework for drivers to do so under state law.
Forming a union would require support from a quarter of the most active half of Massachusetts drivers for both companies, or 25 percent of the drivers who have given at least the median number of rides in the past six months.
A yes vote would allow Uber and Lyft drivers to form a union.
A no vote would maintain the current law, which prevents Uber and Lyft drivers from unionizing.
Why vote yes
Drivers are in need of a voice and the ability to bargain for more rights, just as most employees are entitled to, according to SEIU 32BJ. Granting drivers the ability to organize does not preclude the fight for drivers to be recognized as employees.
Why vote no
The Massachusetts Fiscal Alliance says the measure creates a “radical labor category that is inconsistent with federal labor law” and could raise prices for riders. Drivers were also just granted a number of new protections in a settlement between the state and the companies, the alliance noted, which guarantees them a minimum wage of $32.50 an hour before expenses, paid sick leave, a healthcare stipend, and more.
– Katie Johnston
Here’s what the polls say
Around 59 percent of Massachusetts voters want this ballot measure to pass, according to a Suffolk University/Boston Globe poll.
The bottom line
Uber and Lyft drivers have been in a tug-of-war with their employers for a long time, especially in Massachusetts. We have some of the strongest labor laws in the country, so this vote would set the tone for the rest of the country.
NOTE: The Boston Globe Editorial Board, which is independent of the Globe newsroom, endorsed Question 3. The board’s opinions do not reflect those of reporters in the newsroom nor do they influence our coverage. Here’s an explanation of how we operate separately.
Elsewhere
There’s a very real scenario where Donald Trump loses and takes power anyway. Here’s how the former president could overturn the 2024 election. (Politico Magazine)
Vice President Kamala Harris turned 60 yesterday, older than the median age of a US president at inauguration (55). She’s still a political generation younger than President Biden (81) and Trump (78). (Axios)
Door-knocks, texts, and ads, ads, ads: Life on the swing-state battlefield. (The New York Times via the Globe)
POLAROID DIARIES
Where we share our adventures around New England and rate them for Starting Point readers.
Rating: Bagged (�) | Tagged (�️) | Dragged (❌)
This is a quintessential Chinatown bakery, and they’re serving some of the best egg custards and Portuguese egg custards around. The pastries melt in your mouth if you’re lucky enough to catch them fresh out of the oven, and most standard items are under $5 each (but keep in mind that the bakery is cash-only!). Rating: Bagged 9/10 (�)
This early-to-open, early-to-close diner serves creative omelets and adjusts its menu seasonally. Their portions are massive and come with equally large sides (peep the pancake in the top left corner). Hot coffee keeps flowing here, and it’s a great place to fuel up before exploring the nearby Dover Community Trail. Rating: Bagged 8/10 (�)
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Report reveals how AI-automation can shape businesses
October 21, 2024 · · Topic: automation impact · Relevance: bad‘This trend presents a dual opportunity for South Africa. It creates high-skilled jobs and drives economic growth through increased business efficiency.’
AI-automation can enhance efficiency in a lot of businesses, while creating new jobs. Picture: iStock Following the outbreak of the Covid-19 pandemic, digital transformation has been a key imperative for businesses all over the world.
Greg Williams, regional vice president for South Africa at UiPath says automation and Artificial Intelligence (AI) have established themselves as solid pillars in the digital transformation.“The recently released UiPath State of the Automation Professional report 2024 provides important insights into global trends that have […]
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'This trend presents a dual opportunity for South Africa. It creates high-skilled jobs and drives economic growth through increased business efficiency.'
Following the outbreak of the Covid-19 pandemic, digital transformation has been a key imperative for businesses all over the world.
Greg Williams, regional vice president for South Africa at UiPath says automation and Artificial Intelligence (AI) have established themselves as solid pillars in the digital transformation.
“The recently released UiPath State of the Automation Professional report 2024 provides important insights into global trends that have significant implications for our local business environment.”
He is of the view that the findings of the report will outline how AI-powered automation can play an important role in helping companies in the country boost their competitiveness and efficiency.
Why companies go for AI-powered automation
The combination of AI and automation technologies can enhance efficiency and reduce manual labour. While AI will analyse data, amongst other things, automation technologies will execute tasks, and workflows, amongst other things.
Undocumented foreign nationals working in SA: What employers need to know
The report shows that the reason why businesses make use of AI is to increase productivity. “This fits perfectly with the need in our market to get the most out of limited resources,” he says.
The report reads, “Confirming other Bain research, survey findings showed that efficiency and productivity (85%) have been motivating factors in automation adoption, followed by cost reduction (35%).”
ALSO READ: AI could be a game changer for South Africa, says Malatsi
Sectors supporting AI-powered automation
The report reveals that 79% of IT companies have adopted automation, followed by customer service (58%), accounting (53%), and legal and compliance (21%).
Williams says financial services can make use of AI-powered automation in code writing and testing, which can enhance the development and security of financial and technology solutions.
“While mining can benefit from AI in documentation and process optimisation, improving safety and efficiency in operations.”
For the healthcare sector, he is of the view that AI-assisted documentation can relieve doctors and nurses from the burden of admin tasks, streamlining patient care and leaving more time for patient care, medical research, and more, especially in resource-constrained environments.
ALSO READ: How about an AI boss? – SA adopts ChatGPT for work, school and romance
Automation teams growing
He adds that automation teams are forever growing and getting better, which can provide jobs for many people in the country.
The report shows that 61% of companies worldwide have added more automation workers in the last year. While 81% of these companies plan to hire more people.
“This trend presents a dual opportunity for South Africa: it creates high-skilled jobs and drives economic growth through increased business efficiency.”
“For South African businesses, this means investing in upskilling programmes and partnering with educational institutions to create a pipeline of automation professionals. It is an opportunity to address our high youth unemployment rate by aligning skills development with the growing demand in the automation sector.”
ALSO READ: Google trends reveal South Africans keen to grow AI skills
Job satisfaction
Williams says the findings of the report also prove that the automation sector can provide job satisfaction and career stability.
“70% of automation professionals worldwide think they will stay in the industry for the next five years. This shows they are happy with their jobs and have a steady career path.”
The report details that 86% of professionals think their current job in automation will help them move up in their careers.
Are jobs in other sectors safe?
Advaita Naidoo, Africa managing director at Jack Hammer Global said AI will most certainly lead to affect certain jobs, but new sectors and jobs will be created.
“While we cannot yet understand the extent of the impact of AI on specific careers and fields and how the world of work, in general, is going to change in coming years, individuals have to start exploring this new terrain even in the absence of a map.”
NOW READ: The most important digital jobs for 2025 – and the skills needed to get one
CX Automation Platforms, Associate Manager
October 21, 2024 · · Topic: automation impact · Relevance: badAbout PhonePe Group:
PhonePe is India’s leading digital payments company with 50 crore (500 Million) registered users and 3.7 crore (37 Million) merchants covering over 99% of the postal codes across India. On the back of its leadership in digital payments, PhonePe has expanded into financial services (Insurance, Mutual Funds, Stock Broking, and Lending) as well as adjacent tech-enabled businesses such as Pincode for hyperlocal shopping and Indus App Store which is India’s first localized App Store. The PhonePe Group is a portfolio of businesses aligned with the company’s vision to offer every Indian an equal opportunity to accelerate […]
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About PhonePe Group:
PhonePe is India’s leading digital payments company with 50 crore (500 Million) registered users and 3.7 crore (37 Million) merchants covering over 99% of the postal codes across India. On the back of its leadership in digital payments, PhonePe has expanded into financial services (Insurance, Mutual Funds, Stock Broking, and Lending) as well as adjacent tech-enabled businesses such as Pincode for hyperlocal shopping and Indus App Store which is India's first localized App Store. The PhonePe Group is a portfolio of businesses aligned with the company's vision to offer every Indian an equal opportunity to accelerate their progress by unlocking the flow of money and access to services.
Culture
At PhonePe, we take extra care to make sure you give your best at work, Everyday! And creating the right environment for you is just one of the things we do. We empower people and trust them to do the right thing. Here, you own your work from start to finish, right from day one. Being enthusiastic about tech is a big part of being at PhonePe. If you like building technology that impacts millions, ideating with some of the best minds in the country and executing on your dreams with purpose and speed, join us!
JD - Associate Manager, Customer Experience Automation [Pincode, Indus]
The customer experience automation team for Pincode, and Indus businesses aims to create a smooth and automated support system for all customers, ensuring they receive top-notch assistance for all their needs and products. They collaborate closely with business and product teams to discover new possibilities, develop predictive models to detect potential issues in a customer's journey, and establish preventative measures.
Responsibilities
Own the development and management of PhonePe’s automated support channels for Pincode and Indus Businesses in alignment with business goals and improve key performance indicators (KPIs) such as (but not limited to) productivity, customer satisfaction, operational & process efficiency, automation %, etcBuild deep understanding of technical specification across a diverse portfolio of products to create memorable customer experiencesIdentify, scope and implement measurements and control variables for our support products - automated support, helpdesk, and other tooling suitesDesign and implement scalable automation frameworks for business-critical processes and enhance support metrics.Keep up with industry trends and continuously assess new technologies and tools that can be incorporated into the automation strategy.Create and manage SOPs of platform management ensuring compliance and security of platformsLead the team by example - plan the projects, assign tasks to the team, self-execute tasks to lead from the frontManage a team of highly motivated individual contributors and collaborate with cross functional teams to ensure the best user experience
Basic Requirements
Engineering graduate with 4+ years of experience in a technical domain related to customer experience, knowledge of SQLPrior experience of people managementPrior experience in CX or automation and experience robotic process automationAbility to deal with ambiguity and create processes to streamline information and knowledge dissipation
Ability to manage influence through persuasion, negotiation, and consensus building
Demonstrated desire for continuous learning and improvement
Good to have!
MBA and/or previous experience of digital payments landscape is a plus
2+ years of total experience in Program/Product management roles
Analytical, Inquisitive and process-oriented mindset
PhonePe Full Time Employee Benefits (Not applicable for Intern or Contract Roles)
- Insurance Benefits - Medical Insurance, Critical Illness Insurance, Accidental Insurance, Life Insurance
- Wellness Program - Employee Assistance Program, Onsite Medical Center, Emergency Support System
- Parental Support - Maternity Benefit, Paternity Benefit Program, Adoption Assistance Program, Day-care Support Program
- Mobility Benefits - Relocation benefits, Transfer Support Policy, Travel Policy
- Retirement Benefits - Employee PF Contribution, Flexible PF Contribution, Gratuity, NPS, Leave Encashment
- Other Benefits - Higher Education Assistance, Car Lease, Salary Advance Policy
Working at PhonePe is a rewarding experience! Great people, a work environment that thrives on creativity, the opportunity to take on roles beyond a defined job description are just some of the reasons you should work with us. Read more about PhonePe on our blog.
Software Engineer I – Business Automation
October 21, 2024 · · Topic: automation impact · Relevance: badAbout The Role
ABOUT ROCKET LAB
Rocket Lab is a global leader in launch and space systems. The rockets and satellites we build and launch enable some of the most ambitious and vital space missions globally, supporting scientific exploration, Earth observation and missions to combat climate change, national security, and exciting new technology demonstrations. Our Electron rocket has provided reliable access to orbit since 2018, becoming one of the most frequently launched rockets in the world. Neutron will be our next rocket on the launch pad, an advanced 13-tonne payload class, reusable rocket to launch the mega constellations of […]
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About The Role
ABOUT ROCKET LAB
Rocket Lab is a global leader in launch and space systems. The rockets and satellites we build and launch enable some of the most ambitious and vital space missions globally, supporting scientific exploration, Earth observation and missions to combat climate change, national security, and exciting new technology demonstrations. Our Electron rocket has provided reliable access to orbit since 2018, becoming one of the most frequently launched rockets in the world. Neutron will be our next rocket on the launch pad, an advanced 13-tonne payload class, reusable rocket to launch the mega constellations of the future. Our space systems business includes our extensive line of satellites and components that have enabled more than 1,700 missions including the James Webb Space Telescope, NASA Psyche Mission, Artemis I, Mars Ingenuity helicopter, and more.
Join our pioneering team and launch your career to new heights!
ABOUT THE ROLE:
As a Software Engineer I in the Business Automation Terrestrial Software team, you will contribute significantly to designing, developing, and maintaining software systems that are fundamental to our mission success. Collaborating closely with cross-functional teams and stakeholders, you'll have the opportunity to contribute to the full software lifecycle – from conception of solutions for intricate challenges, to ensuring the dependability of critical systems. The software solutions we create in-house solve challenges across the entire business – from mission planning, to launch vehicle configuration, to ground station reservations, to production floor optimization - these are anything but ordinary challenges!
YOU'LL BRING THESE QUALIFICATIONS:
- Minimum of 3 years professional experience within a relevant discipline.
- Confidence in full stack Typescript application development.
- Confidence in relational databases and object-relational mappers.
- Ability to understand complex technical challenges.
- Ability to write clean, maintainable, scalable code.
- Experience with MVC frontend frameworks (Angular, React, Vue, etc.).
- Experience creating unit tests.
- A team player with a positive attitude.
THESE QUALIFICATIONS WOULD BE NICE TO HAVE:
- Node.js and NestJS experience.
- Experience with RxJS observables.
- Docker and Kubernetes experience.
- Experience with build systems and tooling.
- Experience with Git and CI/CD pipelines.
- Experience with agile scrum methodologies.
- Elasticsearch experience.
- Linux as a development environment.
ROCKET LAB EMPLOYEE BENEFITS:
- The opportunity to work on innovative and groundbreaking technology.
- Access to world leading experts to develop your career.
- Unlimited barista coffee, fruit, and snacks.
- Rocket Lab merchandise – t-shirts, mission patches, etc.
- Discounted health insurance with Southern Cross.
- Additional parental leave entitlements.
- An employee stock purchase program.
- A vibrant team culture with social activities throughout the year.
If the above sounds like you, apply now!
Important Information
FOR CANDIDATES SEEKING TO WORK IN NEW ZEALAND OFFICES ONLY
While we celebrate diversity and encourage all qualified candidates to apply irrespective of background or identity, for security reasons background checks will be undertaken prior to any employment offer being made to an applicant. These checks will include nationality checks as it is a requirement of this position that you be eligible to access equipment and data regulated by the United States' International Traffic in Arms Regulations.
Under these Regulations, you may be ineligible for this role if you do not hold citizenship of Australia, Japan, New Zealand, Switzerland, the European Union or a country that is part of NATO, or if you hold ineligible dual citizenship or nationality. For more information on these Regulations, click here ITAR Regulations.
WHAT TO EXPECT
We’re on a mission to unlock the potential of space to improve life on Earth, but that’s not an easy task. It takes hard work, determination, relentless innovation, teamwork, grit, and an unwavering commitment to achieving what others often deem impossible. Our people out-think, out-work and out-pace. We pride ourselves on having each other’s backs, checking our egos at the door, and rolling up our sleeves on all tasks big and small. We thrive under pressure, work to tight deadlines, and our focus is always on how we can deliver, rather than dwelling on the challenges that stand in the way.
Important information:
FOR CANDIDATES SEEKING TO WORK IN US OFFICES ONLY:
To conform to U.S. Government space technology export regulations, including the International Traffic in Arms Regulations (ITAR), Rocket Lab Employees must be a U.S. citizen, lawful U.S. permanent resident (i.e., current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum, or be eligible to obtain the required authorizations from the U.S. Department of State and/or the U.S. Department of Commerce, as applicable. Learn more about ITAR here.
Rocket Lab provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment at Rocket Lab, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
Applicants requiring a reasonable accommodation for the application/interview process for a job in the United States should contact Giulia Biow at g.biow@rocketlabusa.com.This dedicated resource is intended solely to assist job seekers with disabilities whose disability prevents them from being able to apply/interview. Only messages left for this purpose will be considered. A response to your request may take up to two business days.
FOR CANDIDATES SEEKING TO WORK IN NEW ZEALAND OFFICES ONLY:
For security reasons background checks will be undertaken prior to any employment offers being made to an applicant. These checks will include nationality checks as it is a requirement of this position that you be eligible to access equipment and data regulated by the United States' International Traffic in Arms Regulations.
Under these Regulations, you may be ineligible for this role if you do not hold citizenship of Australia, Japan, New Zealand, Switzerland, the European Union or a country that is part of NATO, or if you hold ineligible dual citizenship or nationality. For more information on these Regulations, click here ITAR Regulations.
Sr. Automation Design Eng
October 21, 2024 · · Topic: automation impact · Relevance: badAt Jabil we strive to make ANYTHING POSSIBLE and EVERYTHING BETTER. We are proud to be a trusted partner for the world’s top brands, offering comprehensive engineering, manufacturing, and supply chain solutions. With over 50 years of experience across industries and a vast network of over 100 sites worldwide, Jabil combines global reach with local expertise to deliver both scalable and customized solutions. Our commitment extends beyond business success as we strive to build sustainable processes that minimize environmental impact and foster vibrant and diverse communities around the globe.
JOB SUMMARY
The purpose of the job is to design […]
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At Jabil we strive to make ANYTHING POSSIBLE and EVERYTHING BETTER. We are proud to be a trusted partner for the world's top brands, offering comprehensive engineering, manufacturing, and supply chain solutions. With over 50 years of experience across industries and a vast network of over 100 sites worldwide, Jabil combines global reach with local expertise to deliver both scalable and customized solutions. Our commitment extends beyond business success as we strive to build sustainable processes that minimize environmental impact and foster vibrant and diverse communities around the globe.
JOB SUMMARY
The purpose of the job is to design automation engineering projects in the area of assignment, e.g., mechanical, electrical, electronics, software application. The Sr. Automation Design Engineer reviews and analyzes project requirements, specification, plan, design and installation. Position is responsible for design of automation equipment to ensure stipulated specification and requirements are met, and delivered within budget and on time. Position supports Lead Engineer of respective area in design of automation equipment.
ESSENTIAL DUTIES AND RESPONSIBILITIES
· Designs automation equipment in respective areas of expertise, e.g., Mechanical, Electronics, Electrical, or Software Application.
· Works closely with Project Manager/Engineer to meet project time line and within budget.
· Reviews, understands and interprets requirements/specification accurately for integration into design of equipment.
· Ensures design for manufacturability.
· Acts as liaison with internal and/or external Assemblers/manufacturer of equipment to ensure all parts are manufactured to the design.
· Generates design drawings, installation manual, and user manual.
· Ensures all engineering times are logged into tracking system correspondent to the projects.
· May perform other duties and responsibilities as assigned.
JOB QUALIFICATIONS
KNOWLEDGE REQUIREMENTS
· Advanced knowledge of mechanical/electronics/electrical/software application engineering.
· Advanced knowledge of EMS industries.
· Advanced knowledge of automation equipment assembly and installation.
EDUCATION & EXPERIENCE REQUIREMENTS
· B.Sc. in Mechanical or Electronics/Electrical Engineering.
· Minimum 5- 7 years experiences in automation equipment design and installation.
· Or an equivalent combination of education, training or experience.
BE AWARE OF FRAUD: When applying for a job at Jabil you will be contacted via correspondence through our official job portal with a jabil.com e-mail address; direct phone call from a member of the Jabil team; or direct e-mail with a jabil.com e-mail address. Jabil does not request payments for interviews or at any other point during the hiring process. Jabil will not ask for your personal identifying information such as a social security number, birth certificate, financial institution, driver's license number or passport information over the phone or via e-mail. If you believe you are a victim of identity theft, contact your local police department. Any scam job listings should be reported to whatever website it was posted in.
Jabil, including its subsidiaries, is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, genetic information, veteran status, or any other characteristic protected by law.
Accessibility Accommodation
If you are a qualified individual with a disability, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access Jabil.com/Careers site as a result of your disability. You can request a reasonable accommodation by sending an e-mail to Always_Accessible@Jabil.com with the nature of your request and contact information. Please do not direct any other general employment related questions to this e-mail. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.#whereyoubelong
Job OverviewJabilElectrical/Electronic Manufacturing
AI in Recruitment: The Definitive Guide for 2024
October 21, 2024 · · Topic: automation impact · Relevance: badBy TechFunnel Contributors – Published on October 21, 2024
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Tags : Hiring & Onboarding recruitment A futuristic illustration of AI technology streamlining the recruitment process in 2024. Artificial Intelligence has emerged as a game-changing force, revolutionizing how organizations identify, attract, and hire top talent. As we navigate through 2024, the integration of AI in recruitment processes has become more than just a trend—it’s a necessity for companies aiming to stay competitive in the war for talent.This comprehensive guide will explore the multifaceted role of AI in recruitment, diving deep into its benefits, challenges, and practical applications. Whether you’re […]
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By TechFunnel Contributors - Published on October 21, 2024
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Tags : Hiring & Onboardingrecruitment
Artificial Intelligence has emerged as a game-changing force, revolutionizing how organizations identify, attract, and hire top talent. As we navigate through 2024, the integration of AI in recruitment processes has become more than just a trend—it’s a necessity for companies aiming to stay competitive in the war for talent.
This comprehensive guide will explore the multifaceted role of AI in recruitment, diving deep into its benefits, challenges, and practical applications. Whether you’re a seasoned HR professional, a hiring manager, or a business leader looking to optimize your recruitment strategies, this blog will provide you with valuable insights and actionable advice on leveraging AI to transform your hiring processes.
In this article
- Definition of AI for Recruiting
- Why AI Matters in Recruiting 2024
- AI vs. Machine Learning in Recruitment
- Advantages and Challenges
- AI Use Cases in Recruitment
- Top AI Recruiting Tools in 2024
- Will AI Replace Recruiters?
- Future Trends for AI in Recruiting
What is AI for Recruiting?
At its core, AI for recruiting refers to the application of artificial intelligence technologies to streamline and enhance various aspects of the hiring process. Unlike traditional automation tools that follow predefined rules, AI systems can learn from data, adapt to new inputs, and make decisions with minimal human intervention.
In the context of recruitment, AI goes beyond simple keyword matching or resume parsing. It encompasses sophisticated algorithms that can analyze vast amounts of data, recognize patterns, and make predictions or recommendations based on complex criteria. This could include assessing candidate fit, predicting job performance, or even conducting initial screenings through natural language processing.
Why AI is Important for Recruiting in 2024
The importance of AI in recruitment has never been more pronounced than it is in 2024. Here are some key reasons why AI has become indispensable:
-
Efficiency at Scale
With the increasing volume of job applications, AI can process and analyze thousands of resumes in a fraction of the time it would take human recruiters.
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Data-Driven Decision Making
AI provides recruiters with deep insights and analytics, enabling more informed and objective hiring decisions.
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Enhanced Candidate Experience
AI-powered tools can offer personalized interactions and timely communications, improving the overall candidate journey.
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Reduced Bias
Properly implemented AI can help minimize unconscious biases in the hiring process, promoting more diverse and inclusive workplaces.
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Predictive Hiring
AI algorithms can predict candidate success and job fit based on various data points, improving the quality of hires.
Recent statistics underscore the growing adoption of AI in recruitment. According to a 2024 survey by HR Tech Insights, 78% of large enterprises now use some form of AI in their recruitment processes, up from 55% in 2022.
The Difference Between Artificial Intelligence and Machine Learning in Recruitment
While often used interchangeably, AI and Machine Learning (ML) are distinct concepts, especially in the context of recruitment:
- Artificial Intelligence is the broader concept of machines being able to carry out tasks in a way that we would consider “smart.” In recruitment, this could involve AI-powered chatbots handling initial candidate inquiries or AI systems making complex decisions about candidate suitability.
- Machine Learning is a subset of AI that focuses on the ability of machines to receive data and learn for themselves, changing algorithms as they learn more about the information they’re processing. In recruitment, ML might be used to improve resume screening accuracy over time or to refine candidate matching algorithms based on successful hires.
For example, an AI-powered recruitment system might use machine learning algorithms to continuously improve its ability to identify top candidates by learning from past successful hires and adapting its criteria accordingly.
( Also Read: Recruitment Automation in the Age of AI )
Advantages of AI: Enhancing Recruitment Practices
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Reduce Administrative Work
One of the most significant benefits of AI in recruitment is its ability to automate time-consuming administrative tasks. AI-powered tools can handle resume screening, schedule interviews, and manage candidate communications, freeing up recruiters to focus on more strategic aspects of their role.
For instance, tools like Ideal can automatically screen, grade, and shortlist candidates, reducing time-to-hire by up to 75%.
-
Speed Up Volume Screening
AI excels at processing large volumes of data quickly and accurately. In recruitment, this translates to the ability to screen thousands of applications in minutes, identifying the most qualified candidates based on predefined criteria.
Advanced AI algorithms can analyze not just keywords but also contextual information, work experience relevance, and even writing style to assess candidate suitability.
-
Diversify Your Talent Pool
AI can play a crucial role in promoting diversity in hiring by helping to eliminate unconscious biases. By focusing on skills, qualifications, and potential rather than demographic factors, AI-driven screening can surface diverse candidates who might otherwise be overlooked.
A 2023 study by the Society for Human Resource Management (SHRM) found that companies using AI in recruitment reported a 20% increase in workforce diversity over two years.
-
Enhance the Candidate Experience
AI-driven tools like chatbots and virtual assistants can significantly improve the candidate experience by providing instant responses to queries, offering personalized job recommendations, and keeping candidates informed throughout the hiring process.
For example, Mya Systems’ conversational AI can engage with candidates 24/7, answering questions and guiding them through the application process, resulting in higher candidate satisfaction rates.
Challenges and Risks: Navigating the AI Landscape in Recruitment
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Variable Quality of Candidates
While AI can efficiently process large volumes of applications, there’s a risk of overlooking high-potential candidates who don’t fit traditional criteria. AI algorithms may struggle to evaluate soft skills or unique experiences that don’t align with predefined patterns.
To mitigate this, it’s crucial to regularly review and refine AI models, ensuring they capture a holistic view of candidate potential.
-
Loss of Human Touch
The increased use of AI in recruitment raises concerns about the loss of personal interaction in the hiring process. While AI can streamline many aspects, the human element remains crucial for assessing cultural fit, interpersonal skills, and building relationships with candidates.
Striking the right balance between AI efficiency and human interaction is key to a successful recruitment strategy.
-
Making a Large Investment
Implementing AI in recruitment often requires significant upfront investment in technology, training, and infrastructure. Organizations must carefully consider the long-term ROI and choose solutions that align with their specific needs and goals.
Ethical and Legal Concerns in AI Recruitment
As AI becomes more prevalent in hiring decisions, ethical and legal considerations come to the forefront. Issues such as data privacy, algorithmic bias, and compliance with employment laws must be carefully addressed.
Organizations must ensure their AI recruitment tools comply with regulations like the EU’s General Data Protection Regulation (GDPR) and the US Equal Employment Opportunity Commission (EEOC) guidelines.
Use Cases for AI in Recruitment
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Candidate Sourcing and Attraction
AI-powered tools can analyze job descriptions and automatically search various platforms to identify potential candidates. These tools can also personalize job advertisements and tailor outreach messages to increase engagement with passive candidates.
For example, Entelo uses AI to source candidates from various online platforms, predicting which candidates are most likely to be open to new opportunities.
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Candidate Screening & Interview Support
AI can conduct initial screenings through chatbots or video interviews, assessing candidates’ responses and body language to provide insights to human recruiters.
HireVue, for instance, offers AI-powered video interviewing that analyzes candidate responses, facial expressions, and tone of voice to provide recruiters with additional data points for evaluation.
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Talent Assessment and Skills Matching
AI algorithms can assess candidates’ skills and match them to job requirements more accurately than traditional methods. These tools can analyze resumes, social media profiles, and even coding samples to evaluate technical skills.
Platforms like Pymetrics use AI-driven gamified assessments to measure cognitive and emotional traits, matching candidates to roles where they’re most likely to succeed.
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Offer Management and Onboarding
AI can streamline the offer process by analyzing market data to suggest competitive compensation packages. During onboarding, AI-powered virtual assistants can guide new hires through paperwork and initial training, ensuring a smooth transition.
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AI for Candidate Engagement and Communication
AI-driven communication tools can maintain engagement with candidates throughout the recruitment process. Chatbots can provide updates, answer frequently asked questions, and even schedule interviews.
For example, Paradox.ai’s Olivia assistant can handle candidate communications, freeing up recruiters’ time while ensuring candidates stay informed and engaged.
Responsible Use of AI in Recruitment
To ensure the ethical and effective use of AI in recruitment, organizations should:
- Regularly audit AI algorithms for bias and fairness
- Maintain transparency about the use of AI in the hiring process
- Provide human oversight and the ability to override AI decisions
- Ensure compliance with data protection regulations
- Continuously train and update AI models with diverse datasets
Best AI Recruiting Tools Available in 2024
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Smart Sourcing by Indeed
Leverages AI to match job seekers with relevant opportunities based on their skills and experience.
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Betterleap
Uses AI to automate outreach and nurture relationships with passive candidates.
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AI
Offers AI-powered video interviewing and assessment tools.
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Test Gorilla
Provides AI-driven skills assessments and personality tests.
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Eightfold AI
Offers a comprehensive talent intelligence platform for sourcing, engaging, and hiring candidates.
How AI Can Support Diversity, Equity, and Inclusion (DEI) Initiatives
AI can play a significant role in promoting DEI in recruitment by:
- Removing identifying information from resumes to reduce unconscious bias
- Using language analysis tools to ensure job descriptions are inclusive
- Expanding candidate sourcing to diverse talent pools
- Providing data-driven insights on diversity metrics throughout the hiring funnel
However, it’s crucial to ensure that AI models themselves are trained on diverse datasets to avoid perpetuating existing biases.
Best AI Recruiting Tools Available in 2024
-
Smart Sourcing by Indeed
Leverages AI to match job seekers with relevant opportunities based on their skills and experience.
-
Betterleap
Uses AI to automate outreach and nurture relationships with passive candidates.
-
AI
Offers AI-powered video interviewing and assessment tools.
-
Test Gorilla
Provides AI-driven skills assessments and personality tests.
-
Eightfold AI
Offers a comprehensive talent intelligence platform for sourcing, engaging, and hiring candidates.
How AI Can Support Diversity, Equity, and Inclusion (DEI) Initiatives
AI can play a significant role in promoting DEI in recruitment by:
- Removing identifying information from resumes to reduce unconscious bias
- Using language analysis tools to ensure job descriptions are inclusive
- Expanding candidate sourcing to diverse talent pools
- Providing data-driven insights on diversity metrics throughout the hiring funnel
However, it’s crucial to ensure that AI models themselves are trained on diverse datasets to avoid perpetuating existing biases.
( Also Read: Future of HR: AI in Talent Acquisition )
The Future of AI in Recruitment: Will AI Replace Recruiters?
While AI is transforming recruitment, it’s unlikely to replace human recruiters entirely. Instead, AI will augment human capabilities, handling routine tasks and providing data-driven insights to support decision-making.
The future of recruitment will likely involve a symbiotic relationship between AI and human recruiters, with AI handling data processing and initial screenings while humans focus on relationship-building, complex decision-making, and strategic talent acquisition.
Preparing for the Implementation of AI in Your Recruitment Process
To successfully implement AI in your recruitment process:
- Assess your current recruitment challenges and identify areas where AI can add value
- Research and select AI tools that align with your specific needs and integrate with your existing systems
- Ensure buy-in from stakeholders by clearly communicating the benefits and addressing concerns
- Provide comprehensive training for your recruitment team on using AI tools effectively
- Start with a pilot program and gradually expand based on results and feedback
- Continuously monitor and evaluate the performance of AI tools, making adjustments as needed
What’s Next on the Horizon for AI in Recruiting?
As we look to the future, several exciting developments are on the horizon for AI in recruiting:
-
Advanced Natural Language Processing
Improved ability to understand and generate human-like text, enabling more sophisticated candidate interactions.
-
Predictive Analytics
Enhanced capabilities in forecasting hiring needs and candidate success based on complex data patterns.
-
Augmented Reality (AR) in Recruitment
AR technologies may be integrated into recruitment processes for immersive job previews or virtual office tours.
-
Blockchain for Credential Verification
AI-powered blockchain solutions could streamline the verification of candidate credentials and work history.
-
Emotion AI
Advanced systems that can better interpret human emotions and soft skills during video interviews or interactions.
The Role of AI in Building Employer Brand
AI is increasingly playing a role in shaping and promoting employer brands:
-
Personalized Candidate Experiences
AI can tailor the recruitment process to individual candidates, reflecting the company’s values and culture.
-
Consistent Messaging
AI-powered content generation tools can ensure consistent brand messaging across various recruitment channels.
-
Social Media Monitoring
AI can analyze social media sentiment about the company, providing insights to improve employer branding strategies.
-
Employee Advocacy
AI tools can identify and amplify positive employee stories, strengthening the employer brand from within.
AI in Recruitment: Myths vs. Reality
As AI becomes more prevalent in recruitment, it’s important to dispel common myths:
- Myth: AI completely replaces human decision-making in hiring. Reality: AI augments human capabilities but doesn’t eliminate the need for human judgment, especially in final hiring decisions.
- Myth: AI recruitment tools are inherently biased. Reality: While AI can reflect biases present in training data, properly designed and monitored AI systems can actually help reduce bias in hiring.
- Myth: Implementing AI in recruitment is too complex and expensive for small businesses. Reality: Many AI recruitment tools are now scalable and affordable, with options suitable for businesses of all sizes.
- Myth: Candidates dislike interacting with AI during the recruitment process. Reality: When implemented thoughtfully, AI can enhance the candidate experience through faster responses and personalized interactions.
Final Thoughts: Striking the Right Balance Between AI and Human-Centric Recruitment
As we’ve explored throughout this guide, AI has the potential to revolutionize recruitment, offering unprecedented efficiency, insights, and candidate experiences. However, the key to success lies in striking the right balance between leveraging AI’s capabilities and maintaining the human touch that is essential to effective hiring.
By understanding the strengths and limitations of AI in recruitment, addressing challenges proactively, and implementing AI tools thoughtfully, organizations can create a recruitment process that is both high-tech and high-touch. This balanced approach will not only improve hiring outcomes but also position companies to attract and retain top talent in an increasingly competitive landscape.
As we move further into 2024 and beyond, the organizations that thrive will be those that embrace AI as a powerful tool in their recruitment arsenal while continuing to value the irreplaceable human elements of empathy, intuition, and relationship-building in the hiring process.
The future of recruitment is here, and it’s a future where AI and human expertise work hand in hand to build stronger, more diverse, and more successful teams.
Related Articles:
How Artificial Intelligence Can Change the HR Recruitment Process
5 Ways AI is Improving HR Recruitment Process
TechFunnel Contributors | TechFunnel.com is an ambitious publication dedicated to the evolving landscape of marketing and technology in business and in life. We are dedicated to sharing unbiased information, research, and expert commentary that helps executives and professionals stay on top of the rapidly evolving marketplace, leverage technology for productivity, and add value to their knowledge base.
Control Systems Engineer
October 21, 2024 · · Topic: automation impact · Relevance: badJob Title: Control Systems Engineer
Reports To: Engineering Manager
FLSA Status: Exempt Salary: $90k- $120K Summary: Responsible for developing control systems for industrial machinery, including selecting suitable control hardware, generating schematics, fabricating control electronics, and developing machine code and user interfaces for PLC and PC-based systems. Ability to create and edit/revise existing ladder logic and procedural programming. Work with the mechanical design team to ensure smooth interfacing between mechanical, electrical, and software systems. Work with the technical writer to develop documentation of software for users by performing the following duties. Duties and Responsibilities include the following. Works with mechanical […]
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Job Title: Control Systems Engineer
Reports To: Engineering Manager
FLSA Status: Exempt
Salary: $90k- $120K
Summary:
Responsible for developing control systems for industrial machinery, including selecting suitable control hardware, generating schematics, fabricating control electronics, and developing machine code and user interfaces for PLC and PC-based systems. Ability to create and edit/revise existing ladder logic and procedural programming. Work with the mechanical design team to ensure smooth interfacing between mechanical, electrical, and software systems. Work with the technical writer to develop documentation of software for users by performing the following duties.
Duties and Responsibilities include the following.
- Works with mechanical and process engineers, as well as customers to understand control system and machine requirements.
- Selects suitable controls hardware within the constraints of cost, capability, and customer requirements.
- Generates a complete control system schematic in SolidWorks Electrical.
- Creates, tests, and debugs industrial control software written in a variety of standard languages such as Ladder Logic, VB.NET, and C#, as well as hardware-specific languages such as Aero Basic.
- Modifies pre-existing software after careful study of the new requirements and existing hardware, electronics, existing software.
- Designs and develops functional user interfaces using VB.NET, C#, or dedicated UI hardware and software, including Siemens and Allen Bradley platforms.
- Documents all code for future review and revision.
- Works with other engineers and writers to prepare customer-ready documentation of software features.
- Works and communicates with hardware original equipment manufacturers to interface with their provided application program interfaces.
- Assists mechanical and electrical engineers with control system development issues.
- Works one-on-one or in groups with customers to provide training and support.
- Assists with the fabrication of control panels and enclosures.
- Develops machine vision programs and strategies.
- Assists with mechanical assembly.
- Develops desktop software when CoTS solutions do not exist.
- Develops plug-ins and interfaces to allow easy communication with minimally supported hardware.
**The duties and responsibilities as described above may be supplemented by other duties needed to help drive our organization’s Vision and Core Values.
Required Qualifications:
- Ability to understand and create code in a variety of languages including VB.NET and Ladder Logic.
- Experience with control system development on Siemens PLC platforms.
- Ability to design and program effective and ergonomic user interfaces.
- Ability to communicate effectively with other employee’s, production workers, customers, and vendors.
- Highly motivated to adapt to situations requiring multi-disciplinary thinking.
- Self-sufficient and independent work style with general supervision.
- Bachelor’s degree in software engineering, computer science, controls engineering, robotics engineering, or equivalent.
Desired Qualifications:
- Experience with control system development on Siemens motion control platforms, such as the 840D.
- Experience with Allen Bradley PLC and motion control solutions.
- Experience with multi-threaded desktop programming.
- Knowledge of industrial control communications such as Profibus, ProfiNet, TCP/IP, Serial, and EtherCAT.
- Knowledge of Aero Basic and Aerotech-based programming.
- Knowledge of G code.
- Experience with a variety of industrial controls vendors such as Siemens, Automation Direct, Aerotech, SMC, Keyence, etc.
- Some mechanical design background/understanding.
- Five (5) years of experience with control systems.
- Familiarity with laser systems and/or motion systems.
*Language Ability:
*Read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
Math Ability:
Apply advanced mathematical concepts such as exponents, logarithms, quadratic equations, and permutations. Ability to apply mathematical operations to such tasks as frequency distribution, determination of test reliability and validity, analysis.
Reasoning Ability:
Ability to apply principles of logical or scientific thinking to a wide range of intellectual and practical problems. Ability to deal with nonverbal symbolism (formulas, scientific equations, graphs, musical notes, etc.,) in its most difficult phases. Ability to deal with a variety of abstract and concrete variables.
*Physical Demands:
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit, use hands, and talk or hear. The employee is frequently required to stand, walk, and reach with hands and arms. The employee is occasionally required to climb or balance and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, ability to adjust focus, and ability to see color.
While performing the duties of this job, the employee is frequently exposed to non-ionizing laser radiation.
*Equal Opportunity Employer
*It is JTAutomation’s policy to provide equal employment opportunity for all qualified employees and applicants without regard to race/color, religion, age, sex (including pregnancy), national origin, disability, veteran status, marital status, genetic information, or other characteristic protected by law.'
Benefits offered:
- Paid time off
- Medical insurance
- Dental insurance
- Vision Insurance
- Short and Long Term Disability
- Life Insurance
- Healthcare spending or reimbursement accounts such as HRA's, HSAs or FSAs
- Aflac
- 401K w/ Company Match
- Flexible schedules
- Workplace perks
Work Remotely
- No
Job Type: Full-time
Pay: $90,000.00 - $120,000.00 per year
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Employee assistance program
- Flexible schedule
- Flexible spending account
- Health insurance
- Health savings account
- Life insurance
- Paid time off
- Referral program
- Vision insurance
Schedule:
- 8 hour shift
- Day shift
- Overtime
Supplemental Pay:
- Bonus opportunities
Education:
- Bachelor's (Required)
Experience:
- Programmable logic controllers: 2 years (Required)
- Network Protocol communication: 1 year (Required)
Ability to Relocate:
- Windsor, CT 06095: Relocate before starting work (Required)
Work Location: In person
JT Automation Inc. reviews by controls engineer
Pros
- "Easy work and good environment." (in 1 review)
Cons
- "Upper level Leadership is not as good" (in 1 review)
AI For Business Process Automation Jobs
October 21, 2024 · · Topic: automation impact · Relevance: badAI-Powered Recruitment Platforms: Leveraging GenAI for Enhanced Hiring Processes
In the rapidly evolving landscape of recruitment, AI-powered platforms are transforming how organizations approach hiring. By integrating generative AI (genAI) technologies, companies can streamline their recruitment processes, making them more efficient and effective. Understanding the Role of GenAI in Recruitment
GenAI can automate various aspects of the recruitment process, from sourcing candidates to conducting initial screenings. This not only saves time but also enhances the quality of hires by leveraging data-driven insights. Here are some key areas where genAI can make a significant impact: Candidate Sourcing : AI algorithms can […]
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AI-Powered Recruitment Platforms: Leveraging GenAI for Enhanced Hiring Processes
In the rapidly evolving landscape of recruitment, AI-powered platforms are transforming how organizations approach hiring. By integrating generative AI (genAI) technologies, companies can streamline their recruitment processes, making them more efficient and effective.
Understanding the Role of GenAI in Recruitment
GenAI can automate various aspects of the recruitment process, from sourcing candidates to conducting initial screenings. This not only saves time but also enhances the quality of hires by leveraging data-driven insights. Here are some key areas where genAI can make a significant impact:
- Candidate Sourcing: AI algorithms can analyze vast amounts of data to identify potential candidates from various platforms, including social media and job boards. This helps recruiters find talent that may not be actively looking for a job but fits the desired profile.
- Resume Screening: By utilizing natural language processing (NLP), AI can quickly sift through resumes to identify the most qualified candidates based on specific criteria, reducing the time spent on manual reviews.
- Interview Scheduling: AI tools can automate the scheduling of interviews, coordinating between candidates and interviewers to find suitable times, thus enhancing the candidate experience.
Enhancing Candidate Experience with AI
A positive candidate experience is crucial for attracting top talent. AI-powered recruitment platforms can personalize interactions and provide timely feedback, which is essential in today’s competitive job market. Here are some strategies to enhance candidate experience:
- Chatbots for Communication: Implementing AI chatbots can facilitate real-time communication with candidates, answering their queries and providing updates on their application status.
- Personalized Job Recommendations: By analyzing candidates' profiles and preferences, AI can suggest job openings that align with their skills and career goals, making the application process more relevant and engaging.
Data-Driven Decision Making
AI recruitment platforms provide valuable analytics that can inform hiring decisions. By tracking metrics such as time-to-hire, candidate quality, and diversity of applicants, organizations can refine their recruitment strategies. Here’s how data can drive improvements:
- Performance Metrics: Analyzing the success rates of different sourcing channels can help recruiters focus their efforts on the most effective methods.
- Diversity and Inclusion: AI can assist in identifying biases in the recruitment process, enabling organizations to implement strategies that promote diversity and inclusion.
Conclusion
AI-powered recruitment platforms are not just a trend; they represent a fundamental shift in how organizations approach hiring. By leveraging genAI, companies can optimize their recruitment processes, enhance candidate experiences, and make data-driven decisions that lead to better hiring outcomes. As the job market continues to evolve, embracing these technologies will be essential for staying competitive and attracting the best talent.
Related answers
- AI For Automating Salesforce DataExplore how AI enhances automation in Salesforce data processes, improving efficiency and accuracy in business operations.
- Automating Salesforce Tasks With AIDiscover how AI can streamline Salesforce task automation, enhancing efficiency and productivity in business processes.
- Automating Salesforce Processes With AIExplore how AI can streamline and enhance Salesforce process automation for improved efficiency and productivity.
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Lead Test Automation Engineer
October 20, 2024 · · Topic: automation impact · Relevance: badEmployer Accenture Location Manchester, United Kingdom Salary Competitive Closing date 19 Nov 2024 Lead Test Automation Engineer
Location: Manchester
Salary: Competitive salary and package (Depending on level of experience) Please Note: Any offer of employment is subject to satisfactory BPSS and SC security clearance which requires 5 years continuous UK address history at the point of application. About Accenture Accenture is a leading global professional services company, providing a broad range of services in strategy and consulting, interactive, technology and operations, with digital capabilities across all of these services. With our thought leadership and culture […]
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- Employer
- Accenture
- Location
- Manchester, United Kingdom
- Salary
- Competitive
- Closing date
- 19 Nov 2024
Lead Test Automation Engineer
Location: Manchester
Salary: Competitive salary and package (Depending on level of experience)
Please Note: Any offer of employment is subject to satisfactory BPSS and SC security clearance which requires 5 years continuous UK address history at the point of application.
About Accenture
Accenture is a leading global professional services company, providing a broad range of services in strategy and consulting, interactive, technology and operations, with digital capabilities across all of these services. With our thought leadership and culture of innovation, we apply industry expertise, diverse skill sets and next-generation technology to each business challenge.
We believe in inclusion and diversity and supporting the whole person. Our core values comprise of Stewardship, Best People, Client Value Creation, One Global Network, Respect for the Individual and Integrity. Year after year, Accenture is recognized worldwide not just for business performance but for inclusion and diversity too.
"Across the globe, one thing is universally true of the people of Accenture: We care deeply about what we do and the impact we have with our clients and with the communities in which we work and live. It is personal to all of us." - Julie Sweet, Accenture CEO
Our team
Accenture Next Gen Engineering is over 1,000 people strong and provides end-to-end product engineering solutions which deliver tangible value, fast. We bring together an obsession for technical excellence with agility and scale, to help clients move from project to product at speed.
We work with clients in every sector. They range from scale-ups through to national and international blue-chip names and public sector organisations. Our teams routinely work on products that are used by millions of people.
We offer an exciting career working in a vibrant environment, with access to training and a global network of experts. As part of our Next Gen Engineering team, you'll be working with cutting-edge technologies and will have the opportunity to develop a wide range of new skills on the job.
The role
We typically work hand-in-hand with our clients to develop new Quality Engineering strategies or improve their existing processes. To do this, we need experienced, capable
Quality Engineers who can both deploy their own mastery to get things done hands-on and successfully lead others in doing so. The nature of our work varies from client to client so there will be lots of opportunities to experience new domains and new stacks.
Our team is dedicated to applying great engineering to get great outcomes. Our engineers stand out by keeping one eye on value at all times, and by proposing thoughtful solutions that get the job done efficiently and with low complexity. You'd be a key advocate for this approach within a team.
Beyond client work, our engineers are essential contributors to our internal and regional Quality Engineering communities. There are many opportunities to get involved and help shape conversations around topics you're interested in, share your knowledge and experience, and learn from colleagues working in very diverse problem spaces.
We are looking for experience in the following skills:
• You have a passion for improving quality, productivity and software delivery
• You've spent several years defining and implementing modern Quality Engineering concepts including automated testing
• You're comfortable working in at least one Object Orientated programming language (Java, C#, Typescript, Python etc)
• You're used to working in devops teams with industry-standard practices
• You are familiar with testing within cloud environments such as AWS, Azure
• You love working with people to build things and solve problems together in an egoless way, regardless of their level of experience or your role in the team
• You are still actively testing and writing code, the role will require this in addition to your role defining strategy and influencing
• You're comfortable with change and always happy to learn something new; as consultants we flex our individual roles and tech stacks as required to get the best outcomes for our clients
• You have some experience leading a team and growing the careers of team members
What's in it for you
At Accenture in addition to a competitive basic salary, you will also have an extensive benefits package which includes 25 days' vacation per year, private medical insurance and 3 extra days leave per year for charitable work of your choice!
Flexibility and mobility are required to deliver this role as there will be requirements to spend time onsite with our clients and partners to enable delivery of the first-class services we are known for.
About Accenture
Accenture is a leading global professional services company, providing a broad range of services in strategy and consulting, interactive, technology and operations, with digital capabilities across all of these services. We combine unmatched experience and specialized capabilities across more than 40 industries - powered by the world's largest network of Advanced Technology and Intelligent Operations centers. With 509,000 people serving clients in more than 120 countries, Accenture brings continuous innovation to help clients improve their performance and create lasting value across their enterprises. Visit us at www.accenture.com
Accenture is an equal opportunities employer and welcomes applications from all sections of society and does not discriminate on grounds of race, religion or belief, ethnic or national origin, disability, age, citizenship, marital, domestic or civil partnership status, sexual orientation, or gender identity, or any other basis as protected by applicable law.
Closing Date for Applications 30/10/2024
Accenture reserves the right to close the role prior to this date should a suitable applicant be found.
#LIEU
About Accenture
Accenture is a leading global professional services company that helps the world's leading businesses, governments and other organizations build their digital core, optimize their operations, accelerate revenue growth and enhance citizen services-creating tangible value at speed and scale. We are a talent- and innovation-led company with 750,000 people serving clients in more than 120 countries. Technology is at the core of change today, and we are one of the world's leaders in helping drive that change, with strong ecosystem relationships. We combine our strength in technology and leadership in cloud, data and AI with unmatched industry experience, functional expertise and global delivery capability. We are uniquely able to deliver tangible outcomes because of our broad range of services, solutions and assets across Strategy & Consulting, Technology, Operations, Industry X and Song. These capabilities, together with our culture of shared success and commitment to creating 360° value, enable us to help our clients reinvent and build trusted, lasting relationships. We measure our success by the 360° value we create for our clients, each other, our shareholders, partners and communities. Visit us at www.accenture.com
Equal Employment Opportunity Statement
All employment decisions shall be made without regard to age, race, creed, colour, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by applicable law.
Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.
6 Process automation engineer jobs in Portageville, MO
October 20, 2024 · · Topic: automation impact · Relevance: badA Building Automation (also known as HVAC Controls or Energy Management) Engineer (Also known as a "Project Engineer", "Applications Engineer", or "Controls Engineer", depending on the client-company and the size/type of projects) works directly on the project team to design HVAC control and energy management systems. Duties can involve CAD drawings, system/network layouts, point database creation, programming, ordering of components, project management and jobsite coordination with technicians and sub-contractors. The Building Automation Engineer may act as the Project Manager for smaller (under $100K) projects, or purely as a design/applications engineer on multi-million dollar projects.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES include […]
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A Building Automation (also known as HVAC Controls or Energy Management) Engineer (Also known as a "Project Engineer", "Applications Engineer", or "Controls Engineer", depending on the client-company and the size/type of projects) works directly on the project team to design HVAC control and energy management systems. Duties can involve CAD drawings, system/network layouts, point database creation, programming, ordering of components, project management and jobsite coordination with technicians and sub-contractors. The Building Automation Engineer may act as the Project Manager for smaller (under $100K) projects, or purely as a design/applications engineer on multi-million dollar projects.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES include the following:
· Ownership of the design and proper function of complex building automation systems, and a major role in executing jobs as estimated/budgeted.
· Possesses good knowledge of HVAC / air conditioning systems and controls.
· Basic understanding of control programming and graphics for control systems.
· Knowledge of, and ability to coordinate with those doing electrical terminations, commissioning, graphics, programming, test and startup.
· Manages / engineers multiple projects on multiple client sites.
· Maintains customer satisfaction with building owners, mechanical contractors and mechanical consulting engineers
· Some travel within territory, but overnight stays are rare.
SUPERVISORY RESPONSIBILITIES
This position has no supervisory responsibilities, and reports to Operations Manager or Group Operations Supervisor. It's common to coordinate with an electrical subcontractor onsite, plus be partnered with a technician/specialist doing start-up/installation on the sites.
QUALIFICATIONS
· High school diploma, plus either 4-year technical (mechanical engineering highly desired) degree.
· If no 4-year/Engineering degree, military or two-year technical school, plus significant experience in a similar role or high-functioning technician/specialist role in the past. (We love seeing technicians/specialists develop into engineers and project managers!)
· Basic knowledge of electricity and electrical circuits.
· Basic knowledge of HVAC systems (you know what you're looking at in a mechanical room or with a piece of unitary equipment in an individual space).
· Working knowledge of Microsoft Office products, programming and engineering drawing tools.
· Familiarity with the concepts of new construction, renovation/retrofit, and service projects.
· Knowledgeable of contracting processes and sub-contractor relationships.
· Familiarity with energy management systems, HVAC systems, and temperature controls, and related/integrated systems.'
'
Work Remotely
- No
Job Type: Full-time
Pay: $35.00 - $55.00 per hour
Benefits:
- 401(k)
- Dental insurance
- Health insurance
- Life insurance
- Paid time off
- Vision insurance
Schedule:
- 8 hour shift
- Monday to Friday
Application Question(s):
- Tell us what brand experience you have in Building Automation (Such as Alerton, Distech, Tridium, Automated Logic, Delta Controls, etc.)
- What is your motivation at this point in time for considering a new job at a new company?
- This is a nationwide posting, with opportunities in most major markets. Let us know your preference for location (no wrong answers here, just tell us if you'd like to remain where you are, or if you would consider other cities/states):
Experience:
- Building Automation: 2 years (Preferred)
Work Location: Multiple locations
Canada $1546 OAS Direct Deposit October 2024: Will you get it? Check Eligibility and update on payment date
October 20, 2024 · · Topic: Basic Income · Relevance: badCanada $1546 OAS Direct Deposit October 2024 : As we approach October 2024, many Canadians are eagerly anticipating their Old Age Security (OAS) payments. For some, this month’s deposit might bring good news—an amount of up to $1,546. But before you celebrate, it’s important to understand the specifics of the OAS program, including how eligibility works, what influences payment amounts, and when you can expect your deposit. Canada $1546 OAS Direct Deposit October 2024 In this comprehensive guide, we’ll break down the details of the OAS payments in October 2024, including eligibility, how to check if you qualify, and […]
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Canada $1546 OAS Direct Deposit October 2024: As we approach October 2024, many Canadians are eagerly anticipating their Old Age Security (OAS) payments. For some, this month’s deposit might bring good news—an amount of up to $1,546. But before you celebrate, it’s important to understand the specifics of the OAS program, including how eligibility works, what influences payment amounts, and when you can expect your deposit.
In this comprehensive guide, we’ll break down the details of the OAS payments in October 2024, including eligibility, how to check if you qualify, and the important payment dates. Whether you’re new to OAS or just looking for a refresher, this article will provide all the information you need to stay informed and prepared.
Canada $1546 OAS Direct Deposit October 2024
Topic | Details |
---|---|
Maximum OAS Payment | Up to $1,546 (for those eligible for both OAS and Guaranteed Income Supplement [GIS]) |
Age Requirement | 65 years and older |
OAS Payment for Ages 65-74 | $727.67 (October-December 2024) |
OAS Payment for Ages 75+ | $800.44 (October-December 2024) |
Payment Date for October 2024 | October 29, 2024 |
Income Threshold for Clawback | $90,997 (for 2023 tax year) |
The Old Age Security program is a vital part of retirement planning for Canadians, offering financial support to seniors. With payments of up to $1,546 possible in October 2024 for those who qualify for both OAS and GIS, understanding your eligibility and how to apply is essential. Be sure to track payment dates and consider your income to avoid the OAS clawback. For more information, you can visit the official Government of Canada OAS page.
What is Old Age Security (OAS)?
The Old Age Security (OAS) program is a monthly payment provided by the Government of Canada to eligible individuals who are 65 years or older. The goal of the program is to provide financial support to retirees, ensuring that seniors have a reliable source of income as they age. Unlike the Canada Pension Plan (CPP), OAS is not based on your employment history or contributions. Instead, it is funded through general tax revenues, which means most Canadians who meet the residency and age criteria can qualify for it.
In October 2024, some Canadians could receive up to $1,546 if they are eligible for both OAS and the Guaranteed Income Supplement (GIS). However, the basic OAS payment for those aged 65-74 is $727.67, and for those aged 75 and over, it increases to $800.44.
Who Is Eligible for OAS?
To receive OAS, you must meet specific eligibility criteria:
- Age: You must be 65 years old or older.
- Residency: You must have lived in Canada for at least 10 years after turning 18. For those living abroad, 20 years of Canadian residency after age 18 is required to receive OAS.
- Citizenship or Legal Status: You must be a Canadian citizen or legal resident when your application is approved.
If you meet these requirements, you are likely eligible for OAS payments. However, to receive the maximum amount, your income must fall below certain thresholds, which we’ll discuss further.
How Much Will You Receive in October 2024?
The amount of OAS you receive depends on your age and your income level. Here’s a breakdown:
- Ages 65-74: The maximum monthly OAS payment is $727.67.
- Ages 75 and over: This amount increases to $800.44 per month.
For those eligible for additional benefits like the Guaranteed Income Supplement (GIS), the total payment could reach up to $1,546. GIS is designed to support low-income seniors, providing a top-up to the base OAS amount. To find out if you qualify for GIS, you’ll need to assess your income levels (more on that below).
OAS Clawback: Will You Have to Pay Some Back?
While OAS is a helpful benefit, it’s important to know that high-income earners may face a reduction in their OAS payments. This is commonly known as the “OAS clawback” or “OAS recovery tax.”
For the 2023 tax year, if your net income exceeds $90,997, you will need to repay part of your OAS benefits. For every dollar over this threshold, your OAS is reduced by 15%. If your income is high enough, it could result in your entire OAS being clawed back.
Key Payment Dates for OAS in 2024
If you’re expecting OAS payments, you’ll want to mark your calendar with the official payment dates. OAS payments are typically issued alongside Canada Pension Plan (CPP) payments. For the remainder of 2024, the OAS payment dates are as follows:
- October 29, 2024
- November 27, 2024
- December 20, 2024
If you’ve set up direct deposit with Service Canada, your OAS payment will automatically be deposited into your bank account on these dates. If you haven’t, it may take a few more days to receive a cheque in the mail.
How to Apply for Canada $1546 OAS Direct Deposit October 2024
If you’re turning 65 soon or have just become eligible for OAS, here are the steps to apply:
- Check Your Eligibility: Use the Government of Canada’s OAS eligibility tool to confirm that you meet the age and residency requirements.
- Apply Online or By Mail: You can apply for OAS up to 12 months before your 65th birthday. The easiest way to apply is through My Service Canada Account. Alternatively, you can complete a paper application and mail it to Service Canada.
- Wait for Approval: After you apply, Service Canada will review your application and send you a letter notifying you of their decision.
Canada Child Benefit Payment Coming This Week—Important Details Every Family Should Know
Extra $4200 Every Month CPP 2024: Check Eligibility, Payment Dates & Facts
Seniors will get $713.34 Old Age Security Pension In October 2024: Check Claim Process, Credit Date
How to Check the Status of Your OAS Payments
If you’ve already applied for OAS and want to check the status of your payments, you can log into your My Service Canada Account. This portal allows you to track your application status, view upcoming payments, and make any necessary changes to your personal information, such as updating your bank account for direct deposit.
Frequently Asked Questions (FAQs)
Q1: Can I defer my OAS payments?
Yes, you can choose to defer your OAS payments for up to five years after you turn 65. For each month you defer, your payment increases by 0.6%. This means if you defer for a full year, your payments will be 7.2% higher. Deferring until age 70 can result in up to a 36% increase in your monthly OAS.
Q2: What happens if I live outside Canada?
If you live outside Canada and meet the residency requirements (at least 20 years of residency after age 18), you can still receive OAS. However, your payments will be made in Canadian dollars, and any income tax obligations will depend on the tax treaty between Canada and the country where you reside.
Q3: What if I’m still working at 65?
You can still receive OAS while working, but if your income exceeds the clawback threshold ($90,997 for 2023), your benefits will be reduced. Additionally, your earnings could affect your eligibility for the GIS, which is based on income.
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Software Engineer, Systems QA, Vehicle Software
October 20, 2024 · · Topic: automation impact · Relevance: badTesla Careers Hero Job Category Vehicle Software Location PALO ALTO, California Req. ID 229696 Job Type Full-time Apply
Tesla participates in the E-Verify Program
What to Expect Tesla is looking for a Software Engineer to join our Systems Software or Maps, Routing, and Guidance Automation Engineering team. This team is focused on creating the world’s best in-car navigation experience that runs on the various vehicle Infotainment displays. You will work with other Developers, Automation Engineers, user experience testers to ensure new features are well built and tested through automation. You will be responsible for developing new features and […]
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Job Category | Vehicle Software |
---|---|
Location | PALO ALTO, California |
Req. ID | 229696 |
Job Type | Full-time |
Tesla participates in the E-Verify Program
What to Expect
Tesla is looking for a Software Engineer to join our Systems Software or Maps, Routing, and Guidance Automation Engineering team. This team is focused on creating the world's best in-car navigation experience that runs on the various vehicle Infotainment displays. You will work with other Developers, Automation Engineers, user experience testers to ensure new features are well built and tested through automation. You will be responsible for developing new features and creating automated tests to cover all new and legacy features.
What You’ll Do
- Develop/build new software tools to save time and cost for the infotainment development and QA organization
- Build out continuous integration pipelines to evaluate and deliver insights into new infotainment features
- Design and develop cost effective HW test fixtures to optimize your testing efforts and minimize testing costs
- Work closely with Automation Engineers, Developers, and user experience testers to ensure the features are well tested through automation
- Collaborate with our frameworks team to integrate these automated test cases into our continuous integration pipeline
- Investigate failures of automated test executions and maintain regression tests
What You’ll Bring
- Desire to work in a fast paced, demanding and highly collaborative environment
- Familiar with Linux/Unix environments
- Strong experience with industry standard development and/or automation tools (Bitbucket, JIRA, Jenkins, Git, Docker, Kubernetes, Splunk etc.)
- Familiarity with industry continuous integration concepts
- Strong coding skills with one of the following: Python, C++, Java or Ruby
Compensation and Benefits
Benefits
Along with competitive pay, as a full-time Tesla employee, you are eligible for the following benefits at day 1 of hire:
- Aetna PPO and HSA plans > 2 medical plan options with $0 payroll deduction
- Family-building, fertility, adoption and surrogacy benefits
- Dental (including orthodontic coverage) and vision plans, both have options with a $0 paycheck contribution
- Company Paid (Health Savings Account) HSA Contribution when enrolled in the High Deductible Aetna medical plan with HSA
- Healthcare and Dependent Care Flexible Spending Accounts (FSA)
- LGBTQ+ care concierge services
- 401(k) with employer match, Employee Stock Purchase Plans, and other financial benefits
- Company paid Basic Life, AD&D, short-term and long-term disability insurance
- Employee Assistance Program
- Sick and Vacation time (Flex time for salary positions), and Paid Holidays
- Back-up childcare and parenting support resources
- Voluntary benefits to include: critical illness, hospital indemnity, accident insurance, theft & legal services, and pet insurance
- Weight Loss and Tobacco Cessation Programs
- Tesla Babies program
- Commuter benefits
- Employee discounts and perks program
Expected Compensation
$104,000 - $348,000/annual salary + cash and stock awards + benefits
Pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. The total compensation package for this position may also include other elements dependent on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment.
Tesla is an Equal Opportunity / Affirmative Action employer committed to diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, age, national origin, disability, protected veteran status, gender identity or any other factor protected by applicable federal, state or local laws.
Tesla is also committed to working with and providing reasonable accommodations to individuals with disabilities. Please let your recruiter know if you need an accommodation at any point during the interview process.
For quick access to screen reading technology compatible with this site click here to download a free compatible screen reader (free step by step tutorial can be found here). Please contact accommodationrequest@tesla.com for additional information or to request accommodations.
Privacy is a top priority for Tesla. We build it into our products and view it as an essential part of our business. To understand more about the data we collect and process as part of your application, please view our Tesla Talent Privacy Notice
Cyber Automation Engineer – Job at Booz Allen Hamilton
October 20, 2024 · · Topic: automation impact · Relevance: badJob Description
Job Number: R0208260
Cyber Automation Engineer Key Role: Work with Red Team and Operations experts to duplicate real-world threats in a virtual testing platform. Create custom solutions to mimic real-world attacks in a controlled environment, including creating tools, maintaining testing platforms, and innovating advanced scenarios to better train the next generation of cyber warriors. Perform automated adversarial tactics, techniques, and procedures, including establishing footholds in networks, lateral movement, detection evasion, data exfiltration, and destruction, to increase the ability to respond to rapidly evolving threats.Apply advanced consulting skills, extensive technical expertise, and full industry knowledge. Develop innovative solutions […]
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Job Description
Job Number: R0208260
Cyber Automation Engineer
Key Role:
Work with Red Team and Operations experts to duplicate real-world threats in a virtual testing platform. Create custom solutions to mimic real-world attacks in a controlled environment, including creating tools, maintaining testing platforms, and innovating advanced scenarios to better train the next generation of cyber warriors. Perform automated adversarial tactics, techniques, and procedures, including establishing footholds in networks, lateral movement, detection evasion, data exfiltration, and destruction, to increase the ability to respond to rapidly evolving threats.Apply advanced consulting skills, extensive technical expertise, and full industry knowledge. Develop innovative solutions to complex problems. Work without considerable direction, mentor and may supervise team members.
Basic Qualifications:
3+ years of experience with Python
Experience with PowerShell, Windows Command Line, and Bash
Experience with Confluence, JIRA, and Git or Gitlab
Experience with troubleshooting, triaging, and resolving issues related to development
Ability to work independently or in a group
Top Secret clearance
HS diploma or GED
Additional Qualifications:
Experience with Robot Framework
Experience with Penetration Testing or Offensive Cybersecurity
Experience with Cyber Training Exercises, including Red, Blue, or Purple Teams or Roles
Knowledge of Cybersecurity
Bachelor's degree in Computer Science, Cyber, or Computer Engineering
Clearance:
Applicants selected will be subject to a security investigation and may need to meet eligibility requirements for access to classified information; Top Secret clearance is required.
Compensation
At Booz Allen, we celebrate your contributions, provide you with opportunities and choices, and support your total well-being. Our offerings include health, life, disability, financial, and retirement benefits, as well as paid leave, professional development, tuition assistance, work-life programs, and dependent care. Our recognition awards program acknowledges employees for exceptional performance and superior demonstration of our values. Full-time and part-time employees working at least 20 hours a week on a regular basis are eligible to participate in Booz Allen's benefit programs. Individuals that do not meet the threshold are only eligible for select offerings, not inclusive of health benefits. We encourage you to learn more about our total benefits by visiting the Resource page on our Careers site and reviewing Our Employee Benefits page.
Salary at Booz Allen is determined by various factors, including but not limited to location, the individual's particular combination of education, knowledge, skills, competencies, and experience, as well as contract-specific affordability and organizational requirements. The projected compensation range for this position is $84,600.00 to $193,000.00 (annualized USD). The estimate displayed represents the typical salary range for this position and is just one component of Booz Allen's total compensation package for employees. This posting will close within 90 days from the Posting Date.
Identity Statement
As part of the application process, you are expected to be on camera during interviews and assessments. We reserve the right to take your picture to verify your identity and prevent fraud.
Work Model
Our people-first culture prioritizes the benefits of flexibility and collaboration, whether that happens in person or remotely.
- If this position is listed as remote or hybrid, you'll periodically work from a Booz Allen or client site facility.
- If this position is listed as onsite, you'll work with colleagues and clients in person, as needed for the specific role.
EEO Commitment
We're an equal employment opportunity/affirmative action employer that empowers our people to fearlessly drive change - no matter their race, color, ethnicity, religion, sex (including pregnancy, childbirth, lactation, or related medical conditions), national origin, ancestry, age, marital status, sexual orientation, gender identity and expression, disability, veteran status, military or uniformed service member status, genetic information, or any other status protected by applicable federal, state, local, or international law.
We are proud of our diverse environment. EOE,M/F/Disability/Vet.
Why Colleges Must Invest in Skill Development for Job Readiness
October 20, 2024 · · Topic: automation impact · Relevance: badOctober 20, 2024
In today’s dynamic and competitive job market, securing employment post-graduation has become a significant challenge for many students. Traditional academic teaching provides a strong foundation of knowledge, but it is increasingly evident that this alone is insufficient to meet the demands of modern employers. The evolving nature of work, driven by technological advancements and global economic shifts, necessitates a more comprehensive approach to education—one that integrates skill development training with academic instruction. By investing in such training, colleges and universities can better equip their students with the tools needed to secure jobs and thrive in their […]
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October 20, 2024
In today's dynamic and competitive job market, securing employment post-graduation has become a significant challenge for many students. Traditional academic teaching provides a strong foundation of knowledge, but it is increasingly evident that this alone is insufficient to meet the demands of modern employers. The evolving nature of work, driven by technological advancements and global economic shifts, necessitates a more comprehensive approach to education—one that integrates skill development training with academic instruction. By investing in such training, colleges and universities can better equip their students with the tools needed to secure jobs and thrive in their careers.
A recent survey conducted among 751 undergraduate students from leading colleges and universities in Bangalore presents concerning findings regarding essential skill competencies. Of the total respondents, comprising 472 female students, 277 male students, and 2 students who did not disclose their gender, only 202 rated their communication skills at the highest level (5/5). Similarly, just 182 students assessed their conflict resolution abilities with the same rating. Alarmingly, 269 students indicated they had never participated in extracurricular activities aimed at skill development, and only 217 expressed confidence in their networking and professional skills. Furthermore, only 122 students reported consistently seeking opportunities for skill enhancement. These findings highlight an urgent need for a comprehensive skill development framework within higher education institutions to address these critical gaps.
Bridging the Gap between Education and Employment
One of the primary reasons for integrating skill development into higher education is to bridge the gap between what is taught in classrooms and the practical skills required in the workplace. Employers frequently report that graduates, though well-versed in theoretical concepts, often lack the hands-on skills needed to perform effectively in their roles. According to a study by the World Economic Forum, 65% of children entering primary school today will ultimately end up working in jobs that do not currently exist, underscoring the need for a more adaptable and skills-focused educational approach.
Enhancing Employability
Skill development programs, including internships, workshops, and hands-on projects, significantly enhance students' employability. These initiatives provide practical experience and a clearer understanding of industry expectations, helping students develop critical soft skills such as communication, teamwork, and problem-solving. The National Association of Colleges and Employers (NACE) identified that the top attributes employers seek in job candidates include the ability to work in a team, problem-solving skills, and strong communication skills. By incorporating skill development into the curriculum, colleges and universities can better prepare students to meet these demands, making them more attractive to potential employers.
Adapting to Technological Advancements
The rapid pace of technological advancement is another compelling reason for the integration of skill development training. Technologies such as artificial intelligence, machine learning, and automation are transforming various industries, rendering some traditional roles obsolete while creating new ones. For instance, the advent of AI and automation has revolutionized fields like manufacturing, healthcare, and finance, necessitating new skill sets. Educational institutions must therefore be proactive in updating their curricula to include training in emerging technologies and digital skills. This not only ensures that graduates are up-to-date with the latest technological trends but also fosters a culture of continuous learning and adaptability.
Promoting Innovation and Entrepreneurship
Skill development training also plays a critical role in promoting innovation and entrepreneurship among students. Programs that encourage creative thinking, project management, and business acumen can inspire students to develop their own startups and innovative solutions to real-world problems. Universities such as Stanford and MIT have long been recognized for their strong emphasis on entrepreneurship, producing a significant number of successful entrepreneurs and startups . By investing in similar initiatives, other colleges and universities can nurture the next generation of innovators and business leaders.
Addressing the Skills Shortage
Many industries are currently experiencing a skills shortage, with a significant mismatch between the skills workers possess and those required by employers. This shortage is particularly acute in sectors such as information technology, healthcare, and engineering. A report by the McKinsey Global Institute highlights that nearly 375 million workers worldwide will need to switch occupational categories and learn new skills by 2030 due to automation and artificial intelligence. By integrating skill development training into academic programs, educational institutions can help address these shortages, ensuring a steady supply of qualified professionals equipped with the necessary skills to meet industry demands.
Fostering Lifelong Learning
Investing in skill development training also encourages a mindset of lifelong learning among students. In a world where change is the only constant, the ability to continuously acquire and adapt new skills is crucial for long-term career success. According to a report by the International Labour Organization, lifelong learning is essential for adapting to technological advancements and maintaining employability in a rapidly changing job market. By emphasizing the importance of skill development, colleges and universities can instill a culture of lifelong learning, empowering students to stay relevant and competitive in their chosen fields. Universities often face several challenges that hinder the effective provision of good skill development programs. Traditional academic curricula emphasize theoretical knowledge over practical skills, leaving graduates unprepared for the modern workforce. Financial and resource constraints limit the ability to develop and sustain comprehensive programs. Faculty members may lack the necessary industry experience or training to teach relevant skills. Institutional inertia and resistance to change make it difficult to update curricula. As a result, many universities fail to equip students with the essential 21st-century skills needed to thrive in today's dynamic and competitive job market resulting in poor placement number. To improve university placements through skill development training, institutions should integrate practical skill-building into curricula, offer workshops on communication and networking, and provide real-world experiences through internships and industry partnerships. Investing in continuous faculty development ensures that instructors can effectively teach relevant, in-demand skills.
Real-World Application and Practical Experience
Skill development programs provide students with real-world application and practical experience that cannot be gained through academic teaching alone. Internships, co-op programs, and project-based learning allow students to apply theoretical knowledge in practical settings, gaining valuable insights into the working world. For example, cooperative education programs at North-eastern University combine classroom learning with professional experience, resulting in graduates who are well-prepared for the workforce and often receive multiple job offers upon graduation.
Soft Skills and Professionalism
In addition to technical skills, employers highly value soft skills and professionalism. These include communication, teamwork, leadership, time management, and adaptability. According to a report by the National Soft Skills Association, 85% of job success is attributed to well-developed soft skills, while only 15% is attributed to technical skills and knowledge. Skill development programs that focus on these areas can greatly enhance a student's employability and career readiness.
Global Competence and Cultural Awareness
In today's globalized economy, possessing global competence and cultural awareness is increasingly important. Skill development programs that include international experiences, such as study abroad programs, internships with multinational companies, or virtual exchanges, help students develop a global perspective. This can be crucial for careers in international business, diplomacy, and other fields that require an understanding of different cultures and global issues.
Building a Stronger Workforce
Ultimately, investing in skill development training builds a stronger workforce that benefits not only the graduates themselves but also the economy as a whole. A well-trained, adaptable workforce is better equipped to meet the challenges of a rapidly changing job market, driving innovation and economic growth. Educational institutions that prioritize skill development produce graduates who are not only more employable but also more likely to contribute positively to their industries and communities.
The integration of skill development training into higher education is essential for bridging the gap between academia and the job market, enhancing employability, adapting to technological advancements, promoting innovation, addressing skills shortages, and fostering lifelong learning. By providing students with practical experience, real-world application, and the development of soft skills, colleges and universities can ensure that their graduates are well-prepared to secure jobs and succeed in their careers. As the demands of the workforce continue to evolve, it is imperative that educational institutions adapt accordingly, ensuring that graduates are not only knowledgeable but also skilled and ready to thrive in a dynamic and competitive job market.
Today's undergraduate students face significant challenges due to a lack of 21st-century skills. Despite their academic achievements, many struggle with critical thinking, problem-solving, and effective communication. The rapid pace of technological advancements demands proficiency in digital literacy, yet students often lag in adapting to new tools and platforms. Collaboration and teamwork, essential in modern workplaces, are frequently underdeveloped. An overemphasis on rote learning hinders creativity and innovation. To thrive in a dynamic global economy, students must cultivate these skills, which are crucial for both personal and professional success in the 21st century.
References
- World Economic Forum. (2016). "The Future of Jobs Report".
- National Association of Colleges and Employers. (2021). "Job Outlook 2021".
- Stanford University. "Entrepreneurship".
- McKinsey Global Institute. (2017). "Jobs lost, jobs gained: What the future of work will mean for jobs, skills, and wages". Link
- International Labour Organization. (2019). "Work for a brighter future – Global Commission on the Future of Work". Link
- Northeastern University. "Cooperative Education".
- National Soft Skills Association. (2020). "Why Soft Skills Matter".
QA Automation Engineer
October 20, 2024 · · Topic: automation impact · Relevance: badAs a member of the Support organization, your focus is to deliver post-sales support and solutions to the Oracle customer base while serving as an advocate for customer needs. This involves resolving post-sales non-technical customer inquiries via phone and electronic means, as well as, technical questions regarding the use of and troubleshooting for our Electronic Support Services. A primary point of contact for customers, you are responsible for facilitating customer relationships with Support and providing advice and assistance to internal Oracle employees on diverse customer situations and escalated issues.As a Sr. Support Engineer, you will be the technical interface […]
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As a member of the Support organization, your focus is to deliver post-sales support and solutions to the Oracle customer base while serving as an advocate for customer needs. This involves resolving post-sales non-technical customer inquiries via phone and electronic means, as well as, technical questions regarding the use of and troubleshooting for our Electronic Support Services. A primary point of contact for customers, you are responsible for facilitating customer relationships with Support and providing advice and assistance to internal Oracle employees on diverse customer situations and escalated issues.As a Sr. Support Engineer, you will be the technical interface to customers, Original Equipment Manufacturers (OEMs) and Value-Added Resellers (VARs) for resolution of problems related to the installation, recommended maintenance and use of Oracle products. Have an understanding of all Oracle products in their competencies and in-depth knowledge of several products and/or platforms. Also, you should be highly experienced in multiple platforms and be able to complete assigned duties with minimal direction from management. In this position, you will routinely act independently while researching and developing solutions to customer issues.Job duties are varied and complex utilizing independent judgment. May have project lead role. 4 years experience with Core products or five years experience with Applications products and have a technical degree i.e., BS Computer Science/Management Information Systems/Science/ Engineering/Math/Physics/Chemistry with a 3.0 GPA OR (for Applications) proven professional/ technical experience, i.e., demonstrating an understanding of Applications at a functional and technical level (preferably Oracle)
Career Level - IC3
Education & Experience:
BE, BTech, MCA , CA or equivalent preferred. Other qualifications with adequate experience may be considered.
Job Description/Responsibilities
• Take leadership role and the responsibility includes understanding & perform various components functional testing, system testing and integration testing.
• Take responsibility of training and mentoring team members.
• Automate functional testing using selenium webdriver and Java and Cucumber Framework.
• Hand on debugging skills.
• Creating Functional, System, Integration, Non-functional Test Cases, executing them.
Mandatory Skills/Experience
5 to 8 years of relevant experience
• Must be hands-on in developing automation testing using Java, Selenium web driver and cucumber framework.
• Should have expertise on any Oracle Applications.
• Experience in Test Driven and Behavior Driven Automation Framework Development.
• Hands-on experience in framework creation/improvement for automation testing.
• Creating Test plan, test cases for the testing of the feature.
• Familiar in working with Linux and Windows Operating Systems.
• Should be have demonstrated knowledge in CI/CD (Gitlab, Jenkins) and RDBMS, SQL queries.
• Good experience in Azure / JIRA / ALM - Test Management Tools
• Developing a Web Based Application Test Plan, Test Strategy, Test Scenarios, Test Cases, and Traceability Matrix.
• Ability to work with the functional team to coordinate all testing efforts.
• Adopt innovative technologies and best practices to solve complicated challenges.
• Ability to learn new technologies, improve skills and develop yourself.
Desired Skill/Experience
• Good command of English in written and spoken communication
• Willingness and ability to learn new technologies, improve skills and develop yourself
• Ready to work on any shifts.
Note:
The position is based out of Bangalore OR Hyderabad, the candidate should be willing to relocate to either Bangalore OR Hyderabad.
As a world leader in cloud solutions, Oracle uses tomorrow’s technology to tackle today’s problems. True innovation starts with diverse perspectives and various abilities and backgrounds.
When everyone’s voice is heard, we’re inspired to go beyond what’s been done before. It’s why we’re committed to expanding our inclusive workforce that promotes diverse insights and perspectives.
We’ve partnered with industry-leaders in almost every sector—and continue to thrive after 40+ years of change by operating with integrity.
Oracle careers open the door to global opportunities where work-life balance flourishes. We offer a highly competitive suite of employee benefits designed on the principles of parity and consistency. We put our people first with flexible medical, life insurance and retirement options. We also encourage employees to give back to their communities through our volunteer programs.
We’re committed to including people with disabilities at all stages of the employment process. If you require accessibility assistance or accommodation for a disability at any point, let us know by calling +1 888 404 2494, option one.
Disclaimer:
Oracle is an Equal Employment Opportunity Employer*. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability and protected veterans’ status, or any other characteristic protected by law. Oracle will consider for employment qualified applicants with arrest and conviction records pursuant to applicable law.
* Which includes being a United States Affirmative Action Employer
Job OverviewOracleComputer Software
Automation Specialist – Premier Partner Protection
October 20, 2024 · · Topic: automation impact · Relevance: badJob Details
The Premier Partner Protection team develops solutions for partners by creating scaled systems to address issues impacting their experiences with the suite of Facebook products. Within Partner Operations, the Partner Protection team protects users and ensures safe connections between Media constituents and their followers. We do so by understanding the landscape and partnering with engineering and integrity teams, to identify and analyse problems and trends, and execute scalable solutions.
Automation Specialist – Premier Partner Protection Responsibilities: Develop a deep understanding of issues facing our constituents and how it affects Facebook, Instagram and our communities Implement anti-fraud automations […]
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The Premier Partner Protection team develops solutions for partners by creating scaled systems to address issues impacting their experiences with the suite of Facebook products. Within Partner Operations, the Partner Protection team protects users and ensures safe connections between Media constituents and their followers. We do so by understanding the landscape and partnering with engineering and integrity teams, to identify and analyse problems and trends, and execute scalable solutions.
Automation Specialist - Premier Partner Protection Responsibilities:
- Develop a deep understanding of issues facing our constituents and how it affects Facebook, Instagram and our communities
- Implement anti-fraud automations to eliminate abusive behaviors, based on identified risks
- Build solutions leveraging automation to improve the team's operational efficiency
- Analyze and interpret data in order to devise hypotheses on how fraudulent and other nefarious activity is proliferating
- Experience communicating to both technical and non technical audiences
- Requires contributing to Facebook’s anti-abuse codebase
- Establish short and long-term goals that will advance the organization’s impact through data and analytics
- Proactively investigate, troubleshoot, and resolve sensitive escalations
- Work collaboratively with cross-functional stakeholders including but not limited to Policy, Comms, Escalations, Spam and other operations teams to solve problems at scale
- Please note that some weekend and holiday work will be required on a shift basis
Minimum Qualifications:
- Bachelor's degree in Business, Science, Engineering, Economics or equivalent practical experience
- Experience manipulating large data sets in SQL or equivalent
- Experience in at least one scripting language (PHP, Python, Perl), statistical software (R, SAS, SPSS), and data visualization tool (Tableau)
Preferred Qualifications:
- Experience in an adversarial space such as fraud, risk, policy
- 3+ years of work experience in an abuse, investigations, consulting, or online operations environment
About Meta:
Meta builds technologies that help people connect, find communities, and grow businesses. When Facebook launched in 2004, it changed the way people connect. Apps like Messenger, Instagram and WhatsApp further empowered billions around the world. Now, Meta is moving beyond 2D screens toward immersive experiences like augmented and virtual reality to help build the next evolution in social technology. People who choose to build their careers by building with us at Meta help shape a future that will take us beyond what digital connection makes possible today—beyond the constraints of screens, the limits of distance, and even the rules of physics.
Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment.
Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@fb.com.
$40.38/hour to $122,000/year + bonus + equity + benefits
Individual compensation is determined by skills, qualifications, experience, and location. Compensation details listed in this posting reflect the base hourly rate, monthly rate, or annual salary only, and do not include bonus, equity or sales incentives, if applicable. In addition to base compensation, Meta offers benefits. Learn more about benefits at Meta.
Cash Desk Associate
October 20, 2024 · · Topic: automation impact · Relevance: badPIMCO is a global leader in active fixed income with deep expertise across public and private markets. We invest our clients’ capital across a range of fixed income and credit opportunities, leveraging our decades of experience navigating complex debt markets. Our flexible capital base and deep relationships with issuers have helped us become one of the world’s largest providers of traditional and nontraditional solutions for companies that need financing and investors who seek strong risk-adjusted returns.
Since 1971, our people have shaped our organization through a high-performance inclusive culture, in which we celebrate diverse thinking. We invest in our people […]
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PIMCO is a global leader in active fixed income with deep expertise across public and private markets. We invest our clients' capital across a range of fixed income and credit opportunities, leveraging our decades of experience navigating complex debt markets. Our flexible capital base and deep relationships with issuers have helped us become one of the world's largest providers of traditional and nontraditional solutions for companies that need financing and investors who seek strong risk-adjusted returns.
Since 1971, our people have shaped our organization through a high-performance inclusive culture, in which we celebrate diverse thinking. We invest in our people and strive to imprint our CORE values of Collaboration, Openness, Responsibility and Excellence. We believe each of us is here to help others succeed and this has led to PIMCO being recognized as an innovator, industry thought leader and trusted advisor to our clients.
Job Description
The Cash Desk is one of the key operational units at PIMCO. We are responsible for managing cash, reporting client cash flows, and providing internal cash forecasts in all client accounts, mutual funds, and hedge funds. Our team works closely with the Portfolio Management group to ensure projected overdrafts are covered and facilitates the investment of excess cash into liquid securities. We interact regularly with a diverse group of professionals, including portfolio managers, account managers, all internal operations groups, clients, State Street IMS, and custodian banks. We are currently looking for a talented and motivated individual to fill this role in either our Newport Beach or Austin office.
Required hours for the role are 5:00 AM-3:30PM local time, subject to change
Responsibilities
- Monitor the cash management process with its multiple adjustments and iterations throughout the day
- Work with the Short-Term traders to ensure accurate investment of excess cash and execution of the necessary funding actions for cash shortfalls and liquidity raising
- Take the lead or assist in projects crafted to build openness with our partners and improve current processes through increased automation
- Generate and analyze daily management and audit reports for Cash Flow Reporting and Cash Forecasting
- Work with Clients, Account Managers, and Portfolio Management Group in regard to client directed cash contributions and withdrawals
- Recognize areas of potential risks within the current processes and procedures and make necessary changes to mitigate those risks
- Work with custodians and accounting group in reconciling cash balances and resolving discrepancies
- Provide accurate and timely responses to the multiple ad hoc queries we receive daily from diverse internal and external stakeholders
Requirements
- Bachelor's Degree required, preferably within a major in Business, Finance, or Economics
- Minimum 3 years of professional experience within Financial Services, Asset Management, Operations or Accounting
- Intermediate Microsoft Excel skills (e.g., v-Lookup, formulas, writing/running macros in, SQL, VBA)
- Strong accuracy and attention to detail
Preferred Qualifications
- Prior cash management experience desirable
- Understanding of trade flow and trade processing
- Strong technical skills and experience with systems development
Professional Skill Requirements
- You are proactive, have excellent interpersonal skills (verbal and written) and can seamlessly face off across all levels of an organization
- You have outstanding attention to detail coupled with strong time management and organization skills
- Quick learner and adaptable to learn new processes, concepts, and skills
- You have a high level of emotional intelligence, are flexible and resilient
- You are a hard-working and motivated self-starter who takes ownership of your work quality and enjoys continuous improvement
- Shown competence in thinking strategically, analytically, conceptually and innovatively, including the ability to synthesize and analyze data quickly and effectively
- Experience in a global organization with extensive global coordination and leveraging of global processes
- Ability to multi-task, work in a fast-paced environment and balance multiple priorities
- You are an analytical problem-solver with the ability to promote your own ideas and solutions
- Proven ability to navigate unstructured processes and simultaneously handle responsibilities of multiple challenging demands
PIMCO follows a total compensation approach when rewarding employees which includes a base salary and a discretionary bonus. Base salary is the fixed component of compensation that is determined by core job responsibilities, relevant experience, internal level, and market factors. The discretionary bonus is used to award performance and therefore is determined by company, business, team, and individual performance.
Salary Range: $ 87,000.00 - $ 112,500.00
Equal Employment Opportunity and Affirmative Action Statement
PIMCO recruits and hires qualified candidates without regard to race, national origin, ancestry, religion (including religious dress and grooming practices), sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), sexual orientation, gender (including gender identity and expression), age, military or veteran status, disability (physical or mental), any factor prohibited by law, and as such affirms in policy and practice to support and promote the concept of equal employment opportunity and affirmative action, in accordance with all applicable federal, state, provincial and municipal laws. The company also prohibits discrimination on other basis such as medical condition, or marital status under applicable laws.
Applicants with Disabilities
PIMCO is an Equal Employment Opportunity/Affirmative Action employer. We provide reasonable accommodation for qualified individuals with disabilities, including veterans, in job application procedures. If you have any difficulty using our online system due to a disability and you would like to request an accommodation, you may contact us at 949-720-7744 and leave a message. This is a dedicated line designed exclusively to assist job seekers with disabilities to apply online. Only messages left for this purpose will be considered. A response to your request may take up to two business days.
Job ID R104424_45954921681_0