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Author: Johnny Ch Lok
Publisher: Independently Published
ISBN: 9781796497809
Category : Business & Economics
Languages : en
Pages : 42
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Book Description
Why do future labours need to learn worldwide readiness skillsFuture employers need employees own worldwide readiness skills, such as reading, writing and arithmatic. Why do employees need worldwide readiness skills? In the future, high economic growth countries need high wage positions, high opportunity jobs which need a large number of skills required of job candidates of these positions " job readinss" and not " job training," which support developments of these importance and widely desired skills won't only support the success to high-opportunity positions, but also be developed for future success in the competitive global economy. Because real-time business intelligence is needed for the talent marketplace to employ talent employees. So, it explains that it will have many future employers hope to employ owning readiness skillful employees to help them to develop their businesse intelligently. Hence, present employees ought need to hard to train readiness skills to prepare whose future employers' job requirements in the future competitive global job market.2.2Why these occupations need readiness skillsIn the future these occupations will need to raise readiness skills. For example, mathematical science, teachers ( post-secondary), management analysts, computer and information systems, managers, first-line supervisors of construction traders, solar photovoltaic installers. All of these occupations, employers need staffs to own good readiness analytic ability to help them to do more accurate real-time business intelligent decisions. The representative occupations include oral and written communication skills, project management, teamwork, marketing and creativity . Moreover, they need to own specific technology skill, deep science and math or even most business skills as well as these skills are "soft" skills more than hard skills. These kinds of occupation employees need own cooperative effort, creativity, problem solving, detail orientation and integrity personal characteristics, which are relevant across all knowledge and domains.Therefore, in the future, science, technology, engineering and mathematics relevant occupations need to own more readniness and analytic skills more than othe kinds of occupations. Because these organizations need those professionals on knowledge acquisition, literacy analysis, synthesis and critical thinking skills that will impact their organizations to bring more critical thinking beneficial team culture. These occupational top skills will include oral and written communication skills, project management skill, team oriented skill, marketing and creativity skills, problem solving skill, detail oriented skill, self-motivated skills, management and analytical skills, coaching skill, business process modeling skills, work independent skill, strong leadership skills, management experience and business requirements gathering. All of these skills which will be future employers who need to employ these kinds employees who own these skills in preference. Also, all of these skills concentrate on soft skills more than hard skills. It seems that when above occupational applicants who own any one of thes skills, evn more than one skills. Then, he/she will have more chance to be selected to employ. Also occupation specific skills requirements are more needed to compare cross-functional skills for above of any one occupation. Because the high concentraton of cross-functional skills require " job readiness" and not " job training" for success, e.g. communicaton, integraton and presentation skills, entrepreneurialism and related skills, microsoft office software skills.
Author: Johnny Ch Lok
Publisher: Independently Published
ISBN: 9781796497809
Category : Business & Economics
Languages : en
Pages : 42
Get Book Here
Book Description
Why do future labours need to learn worldwide readiness skillsFuture employers need employees own worldwide readiness skills, such as reading, writing and arithmatic. Why do employees need worldwide readiness skills? In the future, high economic growth countries need high wage positions, high opportunity jobs which need a large number of skills required of job candidates of these positions " job readinss" and not " job training," which support developments of these importance and widely desired skills won't only support the success to high-opportunity positions, but also be developed for future success in the competitive global economy. Because real-time business intelligence is needed for the talent marketplace to employ talent employees. So, it explains that it will have many future employers hope to employ owning readiness skillful employees to help them to develop their businesse intelligently. Hence, present employees ought need to hard to train readiness skills to prepare whose future employers' job requirements in the future competitive global job market.2.2Why these occupations need readiness skillsIn the future these occupations will need to raise readiness skills. For example, mathematical science, teachers ( post-secondary), management analysts, computer and information systems, managers, first-line supervisors of construction traders, solar photovoltaic installers. All of these occupations, employers need staffs to own good readiness analytic ability to help them to do more accurate real-time business intelligent decisions. The representative occupations include oral and written communication skills, project management, teamwork, marketing and creativity . Moreover, they need to own specific technology skill, deep science and math or even most business skills as well as these skills are "soft" skills more than hard skills. These kinds of occupation employees need own cooperative effort, creativity, problem solving, detail orientation and integrity personal characteristics, which are relevant across all knowledge and domains.Therefore, in the future, science, technology, engineering and mathematics relevant occupations need to own more readniness and analytic skills more than othe kinds of occupations. Because these organizations need those professionals on knowledge acquisition, literacy analysis, synthesis and critical thinking skills that will impact their organizations to bring more critical thinking beneficial team culture. These occupational top skills will include oral and written communication skills, project management skill, team oriented skill, marketing and creativity skills, problem solving skill, detail oriented skill, self-motivated skills, management and analytical skills, coaching skill, business process modeling skills, work independent skill, strong leadership skills, management experience and business requirements gathering. All of these skills which will be future employers who need to employ these kinds employees who own these skills in preference. Also, all of these skills concentrate on soft skills more than hard skills. It seems that when above occupational applicants who own any one of thes skills, evn more than one skills. Then, he/she will have more chance to be selected to employ. Also occupation specific skills requirements are more needed to compare cross-functional skills for above of any one occupation. Because the high concentraton of cross-functional skills require " job readiness" and not " job training" for success, e.g. communicaton, integraton and presentation skills, entrepreneurialism and related skills, microsoft office software skills.
Author: Johnny Ch Lok
Publisher: Independently Published
ISBN: 9781797467832
Category : Business & Economics
Languages : en
Pages : 42
Get Book Here
Book Description
Why do future labours need to learn worldwide readiness skillsFuture employers need employees own worldwide readiness skills, such as reading, writing and arithmatic. Why do employees need worldwide readiness skills? In the future, high economic growth countries need high wage positions, high opportunity jobs which need a large number of skills required of job candidates of these positions " job readinss" and not " job training," which support developments of these importance and widely desired skills won't only support the success to high-opportunity positions, but also be developed for future success in the competitive global economy. Because real-time business intelligence is needed for the talent marketplace to employ talent employees. So, it explains that it will have many future employers hope to employ owning readiness skillful employees to help them to develop their businesse intelligently. Hence, present employees ought need to hard to train readiness skills to prepare whose future employers' job requirements in the future competitive global job market.2.2Why these occupations need readiness skillsIn the future these occupations will need to raise readiness skills. For example, mathematical science, teachers ( post-secondary), management analysts, computer and information systems, managers, first-line supervisors of construction traders, solar photovoltaic installers. All of these occupations, employers need staffs to own good readiness analytic ability to help them to do more accurate real-time business intelligent decisions. The representative occupations include oral and written communication skills, project management, teamwork, marketing and creativity . Moreover, they need to own specific technology skill, deep science and math or even most business skills as well as these skills are "soft" skills more than hard skills. These kinds of occupation employees need own cooperative effort, creativity, problem solving, detail orientation and integrity personal characteristics, which are relevant across all knowledge and domains.
Author: Johnny Ch LOK
Publisher:
ISBN: 9781795036832
Category :
Languages : en
Pages : 41
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Book Description
This book concerns whether what skills employees need to own in order to raise employment competitive ability in global labour market.
Author: Torquil Johners
Publisher:
ISBN:
Category :
Languages : en
Pages : 80
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Book Description
In all industries, organizations, and professions, soft skills are extremely valuable. Employers look for these abilities and attribute just as hard or technical skills since they help you be a productive and communicative team member. Understanding soft skills can assist you in identifying and improving your own, allowing you to be a more well-rounded applicant and employee. To improve your career and achieve your goals in today's modern workplace, you must develop and demonstrate your soft skills. Different occupations necessitate different levels of hard skill proficiency. Coding, writing, and knowledge of certain computer applications are examples of these skills. On the other side, soft skills are just as vital as hard skills; however, they are often overlooked. These intangible traits increase your productivity and make you have a favorable effect in the workplace. So, what are the most important soft skills, and what role do they play in your progress? To answer this and many other questions, we have designed this book. This book targets the eleven most crucial soft skills for professional advancement in any industry. To meet the aim, the book summarizes: Concept of Career Growth What exactly are soft skills 11 Must-Have soft skills Communication Persuasion Negotiation Relationship Building Empathy Teamwork Positive Attitude Work ethics Time Management Conflict Resolution Emotional Intelligence
Author: Goodheart-Willcox Publisher
Publisher: Goodheart-Wilcox Publisher
ISBN: 9781631268267
Category : Soft skills
Languages : en
Pages : 0
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Book Description
"Soft Skills for the Workplace" is a nontraditional approach to learning basic employability skills needed in today's workplace. Learning how to interact professionally with customers, coworkers, and employers is one sure way to prepare for a career. In today's workplace, it is necessary to have job-specific skills to perform on the job as well as the know-how to interact with coworkers and customers. You may be the most qualified person in your field in terms of hard skills, but if you lack soft skills, you mat have a challenge finding and retaining employment. No matter your career choice, "Soft Skills for the Workplace" will help you jump-start your future. In today's competitive work environment, well-developed employability skills can help you stand out in the crowd. -- Form publisher's description.
Author: Johnny Ch Lok
Publisher: Independently Published
ISBN: 9781799112372
Category : Business & Economics
Languages : en
Pages : 42
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Book Description
In the future these occupations will need to raise readiness skills. For example, mathematical science, teachers ( post-secondary), management analysts, computer and information systems, managers, first-line supervisors of construction traders, solar photovoltaic installers. All of these occupations, employers need staffs to own good readiness analytic ability to help them to do more accurate real-time business intelligent decisions. The representative occupations include oral and written communication skills, project management, teamwork, marketing and creativity . Moreover, they need to own specific technology skill, deep science and math or even most business skills as well as these skills are "soft" skills more than hard skills. These kinds of occupation employees need own cooperative effort, creativity, problem solving, detail orientation and integrity personal characteristics, which are relevant across all knowledge and domains.Therefore, in the future, science, technology, engineering and mathematics relevant occupations need to own more readniness and analytic skills more than othe kinds of occupations. Because these organizations need those professionals on knowledge acquisition, literacy analysis, synthesis and critical thinking skills that will impact their organizations to bring more critical thinking beneficial team culture. These occupational top skills will include oral and written communication skills, project management skill, team oriented skill, marketing and creativity skills, problem solving skill, detail oriented skill, self-motivated skills, management and analytical skills, coaching skill, business process modeling skills, work independent skill, strong leadership skills, management experience and business requirements gathering. All of these skills which will be future employers who need to employ these kinds employees who own these skills in preference. Also, all of these skills concentrate on soft skills more than hard skills. It seems that when above occupational applicants who own any one of thes skills, evn more than one skills. Then, he/she will have more chance to be selected to employ. Also occupation specific skills requirements are more needed to compare cross-functional skills for above of any one occupation. Because the high concentraton of cross-functional skills require " job readiness" and not " job training" for success, e.g. communicaton, integraton and presentation skills, entrepreneurialism and related skills, microsoft office software skills.Of particular interest is communication, integration and presentation skills. These skills include ability to seek, evaluate and examine information and data create a reasoned position, present findings and make a case for or advocate for position. So, these skills are very important and they can help future applicants who expect to win any kinds of these positions easily. However, the hard skills can help these applicants to be more successful to win any kinds of these positions when they own these hard skills, e.g. microsoft offic, powerpoint, excel, word, microsoft project etc. softwares.
Author: Johnny Ch Lok
Publisher: Independently Published
ISBN:
Category :
Languages : en
Pages : 42
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Book Description
Future organizational skillfulneeds how to influence workforcechange to what kinds of employees In the future whether in general organizations need what kinds of employees' skills, they expect employee individual own. It is one interesting question. The common skills that employees need to own in order to any duties to any organizational departments efficiently, e.g. human resource, marketing, administrative, logistic etc. different departments. For hospital, school, business, professional occupations etc. different organizations. Whether future school ought implement one system educational method to teach different common skills to students in order to let them to leave schools to jobs more easier.Future employers need to create new technologies including automation and algorithms, in order to create new high quality jobs and improve the job quality and productivity of the existing work of human employees in any organizations, e.g. accounting department will need intelligence (AI) to assist account clerks to do simple repeating accounting job tasks in order to share their work load and raise performance efficiency or legal organizations will need (AI) to assist law clerks to do simple repeating legal draft or legal document revising job tasks . All future general clerical jobs will apply (AI) technological tools to assist human to job, it will produce a comprehensive platform for managing workforce change. Hence, human manual( employees) need to learn how to adopt (AI) job participation to assist them to do different kinds of simple clerical jobs in any organizational administrative departments . They, clerical employees or white color workers need to learn how manage or dominate (AI) tool to improve job performance to be better. However, (AI) administrative workforce change, it is not only one kind of job automation change role in any physical offices. It influences future administrative clerks need change a more flexible manner, utilizing remote staffing beyond physical offices and decentralization of operations organizational workforce change. Instead of (AI) participation to administrative job aspect, (AI) will also participate to manufacturing industry environment aspect, a new human-machine manufacturing workforce change will exist to any factories, warehouses working environment. Scientists predict that in present an average of 71% of total task hours across the industries are performed by humans, compared a 29% by machines. In this average is expected to have shifted to 58% task hours performed by humans and 42% by machines. In fact, nowadays, in terms of total working hours, no work task was yet estimated to be predominantly performed by a machine or an algorithm (AI). But, this picture is predicted to have somewhat changed with machines and algorithms (AI) on average increasing their contribution to specific tasks by 57% . For example, in the future, 62% of organization's information and data processing and information search and transmission tasks will be performed by machines compared to 46% today.Therefore, these high technological skillful job change will bring negative influence to some demotive-skillful or low skillful labors to be dismissed, if they can not upgrade or raise or reskillgul their skill level to improve their analytical thinking, technology design and programming skills to cooperate with (AI) tools to work efficiently together in any organizational manufacturing or offie work environment. Because it will have many employers apply (AI) automation tools to participate with blue -color or whiate -color workers' tasks in order to raise efficiencies or improve performance in any working environment. So, it is right time to young or mid age employees need to upskill and/or reskill their rihgt type of skills to prepare future technology risch work environment changeing needs.
Author: Susan Elaine Murphy
Publisher: Psychology Press
ISBN: 1135630089
Category : Psychology
Languages : en
Pages : 306
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Book Description
Leadership in today's organizations is a tough business. Organizational leaders face a number of challenges as their jobs, and the world around them, become increasingly complex. Trends, such as organizational "delayering," rapid technological advances, and increased employee empowerment require that leaders adapt their techniques and styles of leadership to meet these new challenges. Consequently, there has been an explosion of interest in leadership in recent years as researchers and management educators struggle to understand the process of leadership development, how it operates, and what characteristics make effective leaders. Born of these questions, the 11th Annual Kravis-de Roulet Leadership Conference at Claremont McKenna College brought together an impressive slate of scholars whose theories, research, and cutting-edge techniques are now gathered together in this impressive volume. Each chapter asks and answers questions about the current state of the field while providing future direction for research to help bridge the gap between leadership researchers and leadership development practitioners. Notable topics include chapters on "e-leadership" and leadership within the "virtual" organization, exploring 360-degree feedback, the importance of "social capital," and a comprehensive analysis of the well-researched theory of Leader Member Exchange.
Author: Jeff Schwartz
Publisher: John Wiley & Sons
ISBN: 1119762278
Category : Business & Economics
Languages : en
Pages : 246
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Book Description
If you only read one book on the future of work, Work Disrupted: Opportunity, Resilience, and Growth in the Accelerated Future of Work should be that book. The future of work swept in sooner than expected, accelerated by Covid-19, creating an urgent need for new maps, new mindsets, new strategies-- and most importantly, a trusted guide to take us on this journey. That guide is Jeff Schwartz. A founding partner of Deloitte Consulting’s Future of Work practice, Schwartz brings clarity, humor, wisdom, and practical advice to the future of work, a topic surrounded by misinformation, fear, and confusion. With a fundamental belief in the power of human innovation and creativity, Schwartz presents the key issues, critical choices, and potential pitfalls that must be on everyone’s radar. If you're anxious about robots taking away your job in the future, you will take comfort in the realistic perspective, fact-based insights, and practical steps Schwartz offers. If you're not sure where to even begin to prepare, follow his level-headed advice and easy-to-follow action plans. If you're a business leader caught between keeping up, while also being thoughtful about the next moves, you will appreciate the playbook directed at you. If you're wondering how Covid-19 will change how and where you will work, Work Disrupted has you covered. Written in a conversational style by Schwartz, with Suzanne Riss, an award-winning journalist and book author, Work Disrupted offers a welcome alternative to books on the topic that lack a broad perspective or dwell on the problems rather than offer solutions. Timely and insightful, the book includes the impact of Covid-19 on our present and future work. Interviews with leading thinkers on the future of work offer additional perspectives and guidance.Cartoons created for the book by leading business illustrator Tom Fishburne bring to life the reader’s journey and the complex issues surrounding the topic. Told from the perspective of an economist, management advisor, and social commentator, Work Disrupted offers hope--and practical advice--exploring such topics as: How we frame what lies ahead is a critical navigational tool. Discover the signposts that can serve as practical guides for individuals who have families to support, mortgages to pay, and want to stay gainfully employed no matter what the future holds. The importance of recognizing the rapidly evolving opportunities in front of us. Learn how to build resilience—in careers, organizations, and leaders—for what lies ahead. Why exploring new mental models helps us discover the steps we need to take to thrive. Individuals can decide how to protect their livelihood while businesses and public institutions can consider how they can lead and support workforces to thrive in twenty-first-century careers and work. "Jeff's marvelous book is a roadmap for the new world of work with clear signposts. His insights will help readers discover opportunities, take action, and find hope in uncertain times. The ideas are fresh, beautifully crafted, and immediately applicable. This is not only a book to be read, but savored and used." —Dave Ulrich, Rensis Likert Professor, Ross School of Business, University of Michigan; Partner, the RBL Group; Co-author Reinventing the Organization
Author: Meridith Elliott Powell, MBA, CSP
Publisher: Sound Wisdom
ISBN: 1640952837
Category : Self-Help
Languages : en
Pages : 222
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Book Description
Thrive is the roadmap of how to grow your business and drive sales in highly shifting, constantly changing economic times. It is the story of those leaders and organizations that have seen consistent growth through several economic crises-companies that were founded in the late 1700’s to early 1900’s and they are still in business thriving today. In this book we share their stories, their struggles, and tell you exactly how they have not only overcome adversity, but thrived through it. Praise for the Book: “We live in a time when uncertainty is the order of the day. THRIVE is a must-read for all who strive to grow intellectually and to succeed through the opportunities an uncertain world offers.” —Ken Langone, Founder, Home Depot, American Billionaire and Philanthropist “Talk about the right book for the right time! What I liked most about THRIVE are the case studies of real companies and real people who weathered the storms and emerged more successful than before. THRIVE is both practical and inspirational. I’ve ordered copies for my entire team.” —Bill Cates, CSP, CPAE, Founder, The Cates Academy for Relationship Marketing, Author of Radical Relevance “In THRIVE, Meridith weaves in 250 years of business history to show how resilient businesses and people find opportunities in every situation. This is a must-read to gain ideas and perspective in a sea of change.” —Mary C. Kelly, PhD, CEO, Productive Leaders, Author of The Five Minute Leadership Guide “You do not merely read this book; you read, you think, you develop next steps. Meridith does a masterful job of detailing companies doing it right and then goes further by adding her insights to create a playbook of what you need to do. Perfect book for the time we’re in right now!” —Mark Hunter, CSP, “The Sales Hunter”, Author of A Mind For Sales “The only certainty in business is there will be times of great uncertainty. It’s how you react when your world—or the world—doesn’t go as planned that determines your future. Meridith studies how companies have thrived in their uncertain times to become global market leaders and shares the proven success strategies that you can implement in your business to do the same. If there was ever a time where our world needed this book, it’s now. Read it. Study it. And thrive!” —Sam Richter, CSP, CPAE, Hall of Fame Speaker, Bestselling Author, and Technology Entrepreneur
