Build a Better Career With Big Data. Heres How.

Build a Better Career With Big Data. Heres How.Build a Better Career With Big Data. Heres How.Big data is changing everything. From how we do our jobs to who we date, the numbers are now dictating what to do and were better for it. In business, organizations are using big data to do everything from identify customer pain points to predict when employees will quit their jobs.But does big data affect the average professional? The answer is yes and more than youd think. In fact, here at Ladders, we believe the most successful professionals are those who arm themselves with data. So we harnessed our 10+ years of career data to develop an exciting new tool to make you a better job seeker now, and a more informed, successful professional throughout the course of your career.Ladders custom-generated Job Market Guides give you the information on your lage and market that help you navigate tricky career maneuvers whether youre considering a job change or looking to move up the proverbial c orporate ladder. Here are three ways you can leverage Ladders industry insights to build a better career.Negotiate a better salaryLadders recently conducted a survey of over 2,000 professionals, and found that nearly half of them believe theyre underpaid. If this sounds like you, and youre ready to do something about it, first gather all the facts. Use resources like Ladders Job Market Guides to determine the going rate for your stelle in the current marketplace, and the level of competition. Its much easier to negotiate for what you deserve when youre armed with facts.Identify skill gapsWhats the fast track to losing your edge? Becoming too comfortable in your position. Its imperative that you continue to develop new skills that will propel your career forward. Use these job market guides to identify the skills recruiters want to see when hiring for your dream job. Cross-reference these with your own so you can start making steps to fill the gaps. This list of Desired Skills is als o a great to peruse as youre prepping for your annual review and creating a professional development plan for the New Year.Find new opportunitiesIf the job market for your field seems especially tight in your current city, it might not be your imagination. Ladders found that, depending on the city, one job seekers desert can be anothers oasis. A quick search through Ladders Job Market Guide will reveal the level of Competition for your job in your area, and recommend the best cities to advance your career. Check out your Ladders Rank to identify the top five cities for your position.When it comes time for your next career move, make sure youre fully equipped. Check out your personalized free Job Market Guide today at Ladders.com/careers/.Build a Better Career With Big Data. Heres How.Big data is changing everything. From how we do our jobs to who we date, the numbers are now dictating what to do and were better for it. In business, organizations are using big data to do everything from identify customer pain points to predict when employees will quit their jobs.But does big data affect the average professional? The answer is yes and more than youd think. In fact, here at Ladders, we believe the most successful professionals are those who arm themselves with data. So we harnessed our 10+ years of career data to develop an exciting new tool to make you a better job seeker now, and a more informed, successful professional throughout the course of your career.Ladders custom-generated Job Market Guides give you the information on your position and market that help you navigate tricky career maneuvers whether youre considering a job change or looking to move up the proverbial corporate ladder. Here are three ways you can leverage Ladders industry insights to build a better career.Negotiate a better salaryLadders recently conducted a survey of over 2,000 professionals, and found that nearly half of them believe theyre underpaid. If this sounds like you, and youre ready to do something about it, first gather all the facts. Use resources like Ladders Job Market Guides to determine the going rate for your position in the current marketplace, and the level of competition. Its much easier to negotiate for what you deserve when youre armed with facts.Identify skill gapsWhats the fast track to losing your edge? Becoming too comfortable in your position. Its imperative that you continue to develop new skills that will propel your career forward. Use these job market guides to identify the skills recruiters want to see when hiring for your dream job. Cross-reference these with your own so you can start making steps to fill the gaps. This list of Desired Skills is also a great to peruse as youre prepping for your annual review and creating a professional development plan for the New Year.Find new opportunitiesIf the job market for your field seems especially tight in your current city, it might not be your imagination. Ladders found that, depending on the city, one job seekers desert can be anothers oasis. A quick search through Ladders Job Market Guide will reveal the level of Competition for your job in your area, and recommend the best cities to advance your career. Check out your Ladders Rank to identify the top five cities for your position.When it comes time for your next career move, make sure youre fully equipped. Check out your personalized free Job Market Guide today at Ladders.com/careers/.

Annual Meeting Member Assembly Addresses ASME and the Next Gen...

Annual Meeting Member Assembly Addresses ASME and the Next Gen... Annual Meeting Member Assembly Addresses ASME and the Next Gen... Annual Meeting Membership Assembly Addresses ASME and the Next Generation of EngineersJune 30, 2107 ASME President Keith Roe discussed the development of the Societys new strategic plan at the Membership Assembly on June 11 at the ASME Annual Meeting in Newport Beach, Calif.A special Membership Assembly at the ASME Annual Meeting in Newport Beach, Calif., provided ASME members attending the conference with an update on ASMEs recently launched strategic plan and its implications for the future of the Society. The session, which took place June 11, also included a panel discussion, ASME and the Next Generation of Engineers, featuring representatives from ASMEs new E-Fest (Engineering Festivals) program.Following an introduction by ASME Executive Director Thomas Loughlin, ASME President Keith Roe presented the first portion of the program, ASME Strategy H ow We Got Here, in which he discussed the development of the ASMEs new strategic plan for establishing ASME as the go-to organization for addressing key technology-related challenges in the public interest. Subsequent steps have included the Board of Governors approving five core technologies robotics, manufacturing, clean energy, bioengineering, and pressure technology that will be the basis of the Societys products and services portfolio going forward, and the formulation of an Integrated Operating Plan to provide guidance as the Society develops that portfolio and strives to meet a set of 10-year, three-year and one-year goals. Charla Wise, who welches president-elect of the Society during the June 11 Membership Assembly, addressed the work of the five Presidential Task Forces during her portion of the program, ASME Strategy - Where Were Going. During the next section of the program, ASME President-Elect Charla Wise discussed the five Presidential Task Forces that the BO G formed to address issues facing ASME in several critical areasThe Sector Management Committee Group Engagement/Alignment Task Force, chaired by Richard Marboe, senior vice president of the Technical Events and Content Sector, to help improve ASME stakeholders access to ASME resources including support systems, leadership opportunities, and career path supportThe Industry Engagement Task force, chaired by former BOG member Stacey Swisher Harnetty, to address a number of areas essential for the Societys future success, such as supporting and advancing the five core technologies, product and standards development and training materials, and determination of policy prioritiesThe Student and Early Career Engagement Task Force, chaired by Past President Terry Shoup, to focus on creating programs including networking and mentoring opportunities to better engage engineering students and early career engineersThe Strategy and Planning Task Force, chaired by BOG member John Goossen, to dete rmine the best ways to support ASMEs new strategy in the years to come andThe Task Force on Fostering a High-Performance Board of Governors, chaired by BOG member Bill Wepfer, to provide recommendations to enhance Board operations. The Membership Assembly also featured a discussion of the topic ASME and the Next Generation of Engineers/E-Fests, with panelists (left to right) Simon Pun, who participated in ASMEs Early Career Leadership Intern Program to Serve Engineering (ECLIPSE) program Donna Wright from Siemens PLM Software, which sponsored the E-Fest program E-Fest planning committee members Josh Watkins, Prakhar Deep and Valentina Alayon and moderator Paul Stevenson, ASME senior vice president for Student and Early Career Development.The five Task Forces presented their recommendations to the BOG during the Annual Meeting for possible inclusion in the Integrated Operating Plan.As Keith has said, and I agree, no organization can achieve greatness without great leadership that op erates at world-class levels, Wise said. To reach those levels, we have to get ourselves into top condition. The grand challenge of all the work this year has been to safeguard the heart and soul of ASME while strengthening our technology base, enhancing our programs, building our infrastructure and increasing the strength and effectiveness of the Board of Governors.The Membership Assembly continued with a panel discussion focusing on ASMEs new Engineering Festivals (E-Fests) a successful new program of regional three-day events for engineering students that combine learning opportunities revolving around design, advanced manufacturing and robotics with social activities and entertainment. The events, which drew a total of more than 2,000 students to festivals in three locations this spring, also served as the sites for several ASME student competitions, including the Human Powered Vehicle Challenge, the Student Design Competition, the Innovative Additive Manufacturing 3D (IAM3D) C hallenge and the Old Guard Competition. (Left to right) Three early career members of ASME were involved in the planning of the three E-Fests that were held this spring Josh Watkins (E-Fest East), Prakhar Deep (E-Fest Asia Pacific), and Valentina Alayon (E-Fest West). The session, which was moderated by Paul Stevenson, ASME senior vice president for Student and Early Career Development, featured three early career engineers who served on planning committees for this years festivals Prakhar Deep, who helped organize E-Fest Asia Pacific at the LNM Institute of Information Technology in Jaipur, India Valentina Alayon, who worked on E-Fest West at the University of Nevada, Las Vegas and Josh Watkins, who helped plan E-Fest East at Tennessee Technological University in Cookeville, Tennessee. The panel also included Donna Wright, senior marketing manager at Siemens PLM Software, which sponsored the E-Fest program, and Simon Pun, an ASME member who was an intern in another ASME program fo r early career engineers, the Early Career Leadership Intern Program to Serve Engineering (ECLIPSE).During the spirited conversation, Deep, Alayon and Watkins each expressed great enthusiasm for the E-Fest program and the opportunities for social interaction it provided for the students who participated. Unlike traditional student meetings and competitions involving one event or activity, the E-Fests truly were festivals, offering a variety of unique activities where students were able to learn, network, compete and socialize with each other, they said. Paul Stevenson, ASME senior vice president for Student and Early Career Development, led the panel discussion on ASME and the Next Generation of Engineers/E-Fests.The biggest takeaway that I got from it was the sense of community that it created, Watkins said. Describing the turnout for E-Fest East, he said, I think we had close to 700 or 800 students. We had students not only from schools across the Eastern seaboard. We had teams f rom China and Mexico and several other countries. It was amazing to see everybody come together under the umbrella of ASME just to celebrate the fact that were all mechanical engineering majors. It was an awesome experience.The discussion concluded with a lively question-and-answer session during which the panel members addressed questions from the audience.To watch a video providing an overview of this years E-Fests, as well as video footage from each of the festivals, visit http//efestvideos.asme.org.

Answers to the Most Common Human Resources Questions

Answers to the Most Common Human Resources Questions Answers to the Most Common Human Resources Questions Are you interested in basic information about human resources including a definition? Career planning, a career outlook and more? HR salaries, jargon, and acronyms are all covered to quickly answer your questions about the field, the jobs, and the services provided by HR. Here are answers to some of the questions about human resources that are received most frequently in  an email, and on Facebook, LinkedIn and Twitter. Heres hoping that the responses to these human resources questions will be useful to you, too. What is Human Resources?What is a Human Resource?What is Human Resource Management?What is Human Resource Development?What is the importance of Human Resources Management?See HR jargon that you need to know.See Human Resources acronyms.See more HR basics. What Does a Human Resources Professional Do? The following are job descriptions for commonly found positions in Human Resources employment. Take a look and see if you can use these samples to assist you in developing your own job description or those of your staff. They also describe various positions in a career in HR for career seekers interested in what HR staff members do. Human Resources Manager, HR Generalist, or HR Director - Job OverviewHuman Resources DirectorHuman Resources ManagerHuman Resources GeneralistHuman Resources Assistant or AssociateLabor Relations Manager, the Director of Industrial Relations, and Labor Relations StaffTraining Manager, Training Director, or Training SpecialistEmployment Manager, a Recruiter, or a Placement SpecialistCompensation ManagerJob Analysis or Occupational Specialists and Managers HR Questions About Degrees and Credentials Do I have to go to college and get a degree to work in Human Resources? Do I have to have some kind of certification to work in Human Resources? HR Questions About Jobs and Careers Want a Career in HR? How to Find Jobs in Human Resources- Fast Human Resources: Questions About Related Popular Topics Employment laws, guidelines, and information? Need to know the latest about employment laws? Its a quickly changing topic with which you will want to constantly stay in touch. In fact, you will need to call an employment law attorney in each of these six cases.How can I redesign our performance management system? (review, appraisal, evaluation) process redesign and development? Performance appraisals are disappearing in favor of a more employee-oriented, customized performance management system that focuses your managers energy on setting goals and employee development. Find out all about it. You may want to change your system. Sample and example policies, procedures, guidelines, and forms? Need a sample policy or form that you can use as an example when you devise your own forms and policies for use within your company. These HR sample policies are prime, effective examples.Design and development of a training program? If youre committed to employee development, youll want to take a look at all of the articles in the HR training section. Youll find everything from employee onboarding to needs assessment, on-the-job training and more. How can I recruit and hire superior employees? When recruiting, selecting, staffing and hiring, pick the smartest person you can find. You want talented employees who fit your  culture. Your recruitment strategies are critical in attracting these people. Retention of your best employees starts with your recruiting, staffing and hiring strategies, policies and procedures. Recruiting, testing, selection, and staffing are the focus of these resources.  How can I interview prospective employees? How to conduct a safe, legal interview that also enables you to select the best candidate for your open positions is important.  The interview is one of the significant factors in hiring. Perhaps the traditional interview is accorded too much power in selection. Learn more interviewing tips and interviewing techniques to make your interviews a powerful tool and process to evaluate candidates. How can I select, make offers, and hire great employees? Learn how to select the best employees for your open positions. Selection and evaluation techniques are explored that help you pick among qualified candidates. Employee selection and employee evaluation processes are critical to hiring a superior staff. Learn to improve your hiring practices.How to determine a motivating employee salary and compensation? Find the latest information about setting salaries, paying employees, using salary as a tool for the motivation of and retention of employees. How can I design attractive benefits packages for employees? The right benefits package can help you attract and retain talented employees. Your benefits package can cost up to thirty-five percent of an employee’s salary. Make sure that your benefits are serving your organizations best interests in attracting and retaining key employees. Need to Find a Specific Human Resources Topic? How can I find out if a particular HR topic is covered in the HR section? The easiest way to determine if your topic is covered is to use the Search Box in the upper right-hand corner of each page. Search on the topic about which you seek information. You can also scroll through the topics listed in the left- hand column of any page.