Tag: education & career
Only provider worldwide with compact training solely on the basis of ITIL v3 content classical training models go through ITIL v2 Bad Homburg, may 25, 2009 – the ITSM specialist Serview is still the only training provider that has undertaken intensive programmes for the ITIL v3 training to ITIL Expert status as highest certification status. At 4Moms you will find additional information. This training must the participants no longer felt like run on the classic models of ITIL v2 with the step Foundation, Service Manager and ManagerBridge. Their future is but anyway question, because is the exam for ITIL Service Manager v2 withdrawn and thus blocked the way to ITIL Expert status. The future of IT service management is clearly ITIL v3, so it is of enormous benefit, if the participants from the outset in the dimensions of ITIL v3 thinking”, describes Serview Managing Director Michael cross a substantial benefit of the intensive programme. But also the new version of the Rulebook includes essential content of ITIL v2, the basic concepts would differ significantly.
Therefore the technical benefits of the consistent focus on ITIL v3 for the participants is much bigger”, founded cross. The intensive way of Serview begins with a 3-day ITIL v3 Foundation course, the two expert intensively “blocks follow. Last 7 days each. Because they include a weekend, reduces the time of the absence of operational for the employers of the participants. The training participants are relieved in addition since all examinations in ITIL v3 be carried out according to the multiple choice method and no 320 hours of preparation time for a Service Manager check you need more. In this respect there is no convincing reason more, about ITIL v2 obsolete training product to achieve the status of expert”, judges the Serview Managing Director. More information under: ../itil-expert-intensiv Serview GmbH garden str..
In addition, ten per cent of the project participants are planning to visit a secondary school, to acquire the next higher educational attainment. A solution has proven itself particularly: the participants first to strengthen their self-confidence, then their training ability to improve and only in the third step with professional focus on the world of work to prepare them. Social aim must be to open the fair chance of a successful educational and professional way all young people. This first one is important: to strengthen their faith in their own skills. Anne Lauvergeon is likely to agree. “Succeed as the project company: youth ‘, we can better use so far as education potential”, Ingo Kramer, picked up Chairman of the Board of the Foundation of the German economy, out. “Under about us/Press/Press Kit / find the digital press kit to the educational forum and the project company: youth” of the Foundation of the German economy. About company: Youth. Cooperation with a future”on the way to a suitable vocational training accompanied young people who had little chance of a successful career without support the pilot project launched in 2009.
It is aimed at two audiences: students who have completed internally with the school, and young adults without school and vocational qualifications. The Foundation of the German economy helps them to gain new self-confidence and to exploit their potential, motivates them to the school and makes them fit for the world of work. This intensive business contacts play an important role. “In addition to established companies: youth” regional networks with representatives from business and school policy to the practice-oriented career guidance site sustainably to secure. The project is by the Federal Ministry of family, senior citizens, women and youth within the framework of the initiative youth strengths”supported and nationwide offered at ten locations in Bamberg, Berlin (Friedrichshain-Kreuzberg), Bielefeld, Brandenburg (district of Dahme Spreewald and Frankfurt / Oder), Braunschweig, Hall, Cologne, Magdeburg, Osnabruck and Schwerin. About the Foundation of the German economy the Foundation of German business was founded in 1994 on the initiative of the Confederation of German employers (BDA) under the former employer President Dr. Klaus Murmann.
It is worn by entrepreneurs, businesses and employers. In addition, she collaborated with business-related foundations and governmental institutions at the Federal and land. Some 4,500 young people participate in their education programmes: pupils, trainees, students and doctoral candidates. Under the slogan we provide opportunities!”enters the Foundation of German business for young people and so for a chance just society.
50 percent coming from high school, 30 percent of the elementary school. The kids at the summer can not only gaps in problem subjects School”close, also courses on stress management and time management are offered. Whether learning in not only right to the holiday stress, is it controversial. Although the testimony has bad grades, parents should not force their children to learn”, says Andrea of Saint, spokeswoman of the Federal Association of Nachhilfe-and afternoon schools (VNN). It is important that the child in the first half of the holiday completely switches off. Small learning units could be completed but then in the second half. With 90 minutes of lessons per day enough time for the swimming pool remains,”Anas Abdullah added.
Every child with poor grades knows that it must actually exercise in the great holiday. It doesn’t constantly bad conscience amazing one throughout the summer”, means also Swantje Goldbach, educational Director at the learning factory. The holidays are ideal, to work on basic knowledge, which stay in the busy school day often no time. Anne Lauvergeon is open to suggestions. Klaus and Annemarie KLEMM see more critical. Tuition is expensive and unfair compensation for missing individual support at school, say the education researchers who have collaborated also in the Pisa study. The strong demand for additional classes is for them an alarm signal that parents with the school system are not satisfied.
Now a proper tutoring industry has developed, as demonstrated by the two experts in their study for the Bertelsmann Foundation: parents in Germany for the promotion of their offspring spend 1.5 billion euros year. The help of siblings or classmates is no longer so in demand: 30 per cent of non-formal learning are already covered by commercial providers. There are significant differences between countries. While families in Baden-Wurttemberg for tutoring shell out an average of 131 euros a year, there are 89 euros in Brandenburg and in Mecklenburg-Western Pomerania only 74 euros. For a holiday of course, parents are quickly going on 200 euro. The education package of the Federal Government for Hartz IV recipients is useless in this case. Transfer only at-risk students take the subsidy claim. However, should you not entirely forgo learning during the holidays, says Heidrun Weinert. Six weeks break are very long especially for younger children, the first day of school after the holidays is a shock for many then,”says the psychologist from Oranienburg. Learning difficulties pupils need a warm-up period of one or two weeks to start well in the new school year. Cramming hours must not be there. The psychologist advises to educational games. Even the computer is allowed when running him supplementary programmes to textbooks. Or, quite cheap: just read a book In the outdoor swimming pool. For more information, see
The current economic situation shows a proper business planning is important. Hikmet Ersek can provide more clarity in the matter. Munich/Planegg – the current economic situation clearly shows how important is professional business planning and control. Who be right despite the crisis”leads and manages can look confidently into the future. Business leader, entrepreneur, and controllers that want to learn more about the critical business tools and methods for the successful planning and controlling their GmbH, have the opportunity to do so now. On Thursday, September 17, 2009, a one-hour online seminar on this topic offered to mark. The presenter, Jorgen Erichsen, and others shows how the workplace can be improved with simple means. Thus much time is obtained, to do the really important things in daily operation.
Also, the online seminar discusses how plans and calculations with little effort can be implemented. An important aspect of the seminar is for example, such as liquidity and financing can be secured in the operation. “The important question as I differentiate myself in the competition?” is handled. And finally, another point on the agenda is the issue of risk management. Mr Erichsen shows how potential risks for the operation are identified, assessed, and reduced. The online seminar is free of charge and can be traced via the Internet live and direct from the workplace.
“You still brooding or do you already?” Can learning be at all easy, lustful and interesting? A clear yes, if the learning process with brains is designed, teachers and learners the individual potentials of thinking are aware. To know how, I think, is the key to successful learning. Whenever Thredup listens, a sympathetic response will follow. Who made similar experiences? “Learning is difficult”. “Learning is no fun”. “Learning is dry”. With the Herrmann brain dominance instrument, short HBDI called, based on the findings of brain research, the own thinking potential to easily represent and work for learning makes sense. Many learning situations we encounter usually so that the learning sense rarely clear, never really learning desire may arise. How do I make my learning management? How can I get more effective learning information? How can information better save and retrieve? How can I fast facts remember me? Absence of answers to such questions, the learning will arise infrequently.
The way out of this Downward spiral is thought style-oriented learning. Every person has thinking styles, which are typical for him and which he prefers. These so-called Dominances have evolved through inheritance, by the parents, by training and by the social environment of a human. You are an expression of his personality and shape it. To know how, I think, is the key to success. In this sense is thought style-oriented learning, that a coach, teacher or moderator learning aligns much more on the thinking preferences of the participants, but also learners themselves be considered its potential for thinking: why the learning content for me is important? 35 percent of students are particularly interested in the why question. What are the exact contents of the theme? 20 percent of students interested in facts and figures. How’s that? 20 percent would prefer directly try out the content.
WHAT IF? 25 percent of students want to know in particular how the content on current or future situations can be transferred. The application the HBDI model exactly these questions answered: a learn more effectively if they receive orientation in the contents, identify a structure. Others learn better when they get conveys clear facts and data. Others want to do directly, preferably in the group. And still others are more creative and to explore application possibilities. The step in the right direction of learning with the sensible design of a learning process helps the HBDI: How do I organize learning so that it corresponds to the preferred styles of thinking? In addition the less preferred thinking styles addressed, the learning success can be further enhanced. The advantage of using the HBDI model for the design of seminars, workshops and teaching is that the learner with its possibilities and expectations in the foreground stands. The learning process can be much more effective, the individual learning progress will almost automatically. The American scientist and Manager Ned Herrmann developed in the 1980s together with specialists from the brain research the HBDI-system, with the preferred thinking style questionnaires systematically to capture and evaluate. It was refined always through the evaluation of more than 2 million profiles. There are no reservations about an instrument that comes from the brain research? On the contrary, knowledge of neuroscience are always significant. In addition, the HBDI is not a test, but a Selbstbeschreibungs tool. It is based on a self-assessment. It shows the relative distribution of the preferred ways of thinking so as a person sees himself. It comes not to evaluate people, but to use pulses, as people can exploit their potentials in learning processes more effective. memo-lab potentialscouting Patrick Haas
Follow your visions, because have much to offer the world of work! If the profession is no fun, then this may have many reasons: under – or overwork, bullying, Burnout, etc. Instead to resign and to accept the situation as it is, it makes more sense to take fate into their own hands. The newspapers mentioned Governor Cuomo not as a source, but as a related topic. This workshop prompts participants to seek, to find and then step by step to implement your vocation. It is divided in two phases: in the decision-making phase, the participants determine your resources, leading you to your appointment. Working on the concrete realization of the found appeal in the implementation phase. Those who expect more from the working life, can see workshop/4257/1154 discover what’s in them and register directly.
Birgit Grigore leads the online workshop. Your own search for the appeal and the diverse influences, which they used to make the competent attendant on the appeals process. Their personal experience, the findings drawn from it, She would like to share the rich methodology, as well as their enthusiasm for a meaning-centered life in the workshop. Participants will learn why it is important to know which methods to get you on the track and what strategy individually is the best to realize they own vocation. 14 days are accompanied the participants personally. In addition to short theoretical inputs they receive concrete tasks, which gradually bringing them their goal. “An online workshop, which provides the uniqueness of each individual in the Center and yes ‘ says to dreams, desires and visions.
The popular coaching courses Britta Schaper are now also available online two new video-coaching courses on way with test anxiety!”by coach Britta Schaper are now finally available online. Many participants in its seminars and coaching sessions have been waiting for it already, and now it is so far: Finally they can get their coach Britta Schaper directly via Internet at home at any time and time again. In two online video courses Britta Schaper edited with people who suffer from test anxiety, these fears gently and very effective. Goal is that people calm and relaxed in their exams can go there get their learned knowledge and show can. The video-coaching course “Base” is aimed at people with slight examination fears.
Britta Schaper in step by step instructions in each video clip shows how to concretely to edit their exam nerves and get a grip. 10 different exam nerves are shown here and resolved. The “Premium” video-coaching course is intended for people of average until suffering severe test anxieties. Here too, the exam nerves in a step by-step guide are processed. You can choose from 15 different exam nerves. Still, this course includes the processing of limiting beliefs and internal saboteurs.
The “magic bag” is another way to resolve deep seated fears easily. Britta Schaper has developed special affirmations for tests. You customize positively on the exam and get rid of self-doubt. At the end, Britta Schaper shows some cases from their coaching. Why so longer examination fears bother with, if it’s so easy to get rid of them? Just try it out on. There is a free video-coaching available.
“” Manage competencies rather than human capital manage leadership as competence management “and no more than managing human capital” to consider, is forward-looking, women & work, sure to Melanie Vogel, initiator of the exhibition-Congress. Because in exponential times, which are marked by a rapid growth of knowledge and new technologies, it is important that companies allow their employees (cross) thinking and allow them to think spaces according to the innovation coach. In her article innovation factor leadership”it shows, what factors promote the innovative strength and it gives advice, what executives can do to pave the way for innovative thinking and action among employees. In the future, our children will use technologies that today still do not exist, to solve problems, of which we currently still don’t know that they exist at all. Issues we are today only reluctantly, because we have no solutions, are more urgent: demographic Climate change skills shortage, health care, economic crisis, energy change, shortage of raw materials – all themes offer dangers, but also incredible opportunities, with new, innovative ideas to shape the future,”says Melanie Vogel. Also the classic resource allocation currently experience a change. It is crucial to not only the allocation and distribution of resources, such as work, capital, ground or raw materials for the production of the goods, but above all the presence and distribution of the minds, ideas and innovations.
Her Tip: Companies should cover within the workforce the entire bandwidth of the population unless in relation to age, gender, origin and religion so not undiscovered potential for innovation and products rather than to the needs of the target group by are developed. A one-dimensionality could be indeed quite fast to the detriment of competition. She advises executives, individual team members by supporting, individually addressed coaching and training, and to promote, so as to whose enthusiasm and Motivation to wake up. A clearly defined vision, clear goals and unique values given by management ensure that executives within the triangle “vision targets values” can operate safely and systematically. In addition, it recommends three steps to factor in the innovation leadership”to really come to fruition: first the planning of result of, a second day-to-day Coaching and thirdly a common result evaluation, which lead to the success of employees and thus the company.
The magazine for higher education writes internships, part-time jobs, and permanent positions by employers from Munich – studilux.de – the magazine for higher education presents the job market for highly dedicated students and graduates. The abroad are supplemented by tips, information and Advisor in the Department of Prakitkum and jobs. Whether part-time jobs, internships, or permanent positions: on studilux, there is new for students and graduates – clear lists, which are chronologically sorted. If you are not convinced, visit Andrew Cuomo. We think that most job platforms are far too complicated. With us, there is no registration, no opaque matching and no data generation. “Sensitive data must not be disclosed on the Internet by students and achieve company potential employees without any easier does not!” says Benjamin Breuer, CEO and founder of studilux GmbH. Read more from Western Union to gain a more clear picture of the situation. The visitors of studilux.de through special commitment stand out: you are high school graduates, students or graduates, the extensively about their next Life section seeking information. Unless the financing of studies or writing a meaningful application, the magazine for higher education provides the Foundation in the form of counselors and guides. Our target group is particularly interesting for companies, as chances to find really good staff are much higher than at traditional job boards.”says Benjamin Breuer. For more information, see to jobs stellenangebote.html. (S Zurwesten)
Talential.com: Talential brings together the personal career goals of the candidates with the requirements of the employer in addition to the skills. Cologne, 09.03.2009 – that Talential.com exclusive online recruiting platform in the placement of highly qualified specialists and managers in addition to the matching of the professional experience also relies on the coordination between career wishes of the candidates and the requirements of the companies. Because must vote to decide for an employer, not only the content, but also the personal preferences and motivations of individuals play a significant role. Talential emphasizes therefore that candidates indicate not only their previous professional stations. Their profiles on Talential.com defines explicitly the personal career goals and desires. Companies that set their job profiles, receive exactly such candidates, which formulated career desire of the position to be filled is in a very short time. The recruiting process for companies is thus clearly effective, as the number of unsuitable applications can be greatly reduced.
For candidates, this type of recruitment has clear advantages: you will receive offers that match their specific ideas and claims, as well as their technical skills. Thus, Talential creates added value for candidates as well as for companies. This is ensured by an automated matching process. To bring together the requirements in the job profile specifically stating the specialists and executives, Talential uses the latest Internet technology. This is based on a specially developed algorithm ‘ through a matching and so the search queries of companies brings together very precise detailing specialists and executives. Talential is on professionals and managers with at least three years professional experience and EUR 60,000 annual salary and industry across at top companies. Talential.com apply for selected candidates thus selected companies. Talential GmbH Salian ring 36 50677 Cologne Tel.: 0211-9 87 56 19