We found 27 results that contain "human"

It's what people are being asked to tell each other. Less than 10 days ago, London banned people who live in different households from meeting each other indoors, to stop the spread of the coronavirus.
 
"Nobody wants to see more restrictions, but this is deemed to be necessary in order to protect Londoners' lives," London Mayor Sadiq Khan told the London Assembly.
 
Taking away the welcome mat is key to cutting off the path of the coronavirus. From the beginning of the pandemic, cities, states, and countries have banned each other. And now, eight months into lockdowns that have led to immense stress and fatigue among people, some places around the world are introducing even more draconian measures.24 
The path toward recovery continues to be inherently antisocial and runs counter to how humans interact, live lives, and conduct their business. This unwelcome policy — which has already harmed families, societies, and economies — has the potential to lead to a tectonic shift in how the world functions in the foreseeable future.

REF: https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/what-is-organizational-behavior
In a nutshell, organizational behavior is the study of how human behavior affects an organization. Organizational behavior aims to learn how an organization operates through the behaviors of its members. Instead of taking a strictly numerical approach to determine an organization’s operations, it takes a more psychological approach. By understanding people, you can better understand an organization
 
The academic study of organizational behavior can be dated back to Taylor’s scientific theory . However, certain components of organizational behavior can date back even further. In this section we will discuss how organizational behavior developed into a field of its own.
Looking back thousands of years we can find components of organizational behavior. Famous philosophers like Plato and Aristotle discussed key components of today’s organizations including the importance of leadership and clear communication. While these seem like very basic and broad concepts today, at the time they were innovative ideas and helped to lay the foundation for organizational behavior.
If organizational behavior were a simple topic, this course would be short and sweet. We could simply say that organizational behavior is how people and groups act within an organization. But it’s not so simple!
When organizational behavior grew into an academic study with the rise of the Industrial Revolution, it began to complicate what could appear to be simple topics. People began asking a lot of questions and started critiquing how organizations operated. Like many academic ventures, people began to deep dive into how behavior plays a role in organizations and why changes in behavior alter the way organizations operate. Along the way, organizational behavior has grown to incorporate components of management, psychology, leadership, personality traits, motivation, etc.
Organizational behavior has grown into its own niche within a wide variety of other genres. This is exciting because it allows us to really investigate each and every aspect of behavior within an organization! Today, organizational behavior is recognized as an essential component of an organization. Scholars and businesses alike recognize its importance and continue to help it adapt to current issues and new findings.

The Covid-19 pandemic has created upheavals across industries and the year 2020 has seen unprecedented levels of unemployment. This means that hiring is becoming increasingly competitive due to the sheer volume of applicants, making the job of recruiters even more challenging. If at this time, your recruiters are busy doing their tasks manually, then most probably the goals that you would have laid out for your staffing firm this year are not going to be met or it would be challenging to meet them. Recruiters need to start thinking strategically for your firm to succeed in these times.
Technology is known for easing the challenges of any industry and staffing is no different. Irrespective of this global crisis, a strong technology stack can empower your recruiters and ensure that they face the challenges of the industry head on.
In this blog, we have listed some of the tedious tasks that recruiters have to do while hiring and how they can be eased with the use of technology.
 

 
Deal Sheets
Deal sheets, especially for healthcare staffing firms, require recruiters to perform the complex mathematical calculations and to determine rates and margins profitably. Deal sheets need to change on a client-by-client or job-by-job basis. This means changing burden types and rules for every single client or job.
This is just the tip of the iceberg. Taxes need to be loaded in the calculation, orientation rates need to be set, overtime thresholds need to be set up, and more. Recruiters need to refer to the GSA database to populate lodging and per diem rates based on the location of the job.
If done manually this can be extremely complicated with a high risk of human error. An ATS that supports deal sheets configuration can be invaluable in such cases and can save a lot of time and improve productivity for recruiters.
How can TargetRecruit Help?
TargetRecruit’s Deal Sheets with Pay Packages feature helps recruiters dynamically confirm rates for both candidates and clients on the fly while adhering to contractual rates and maintaining margins. All the calculations are done on a deal sheets template, which can then be assigned to a client or a job. See this video and pdf to learn more.
To help close the loop, we offer the ability to send Pay Packages. Every time a job is created, including those from your VMS, and every time an applicant is created, including those from your website, you can automatically send formatted and personalized customized pay package emails to your candidates based on criteria you determine.
 
Emails
Most recruiters receive a huge volume of emails a day, from candidates or clients. In a scenario without the right technology in place, the recruiter will be moving back and forth between email and the ATS. So every time, a recruiter gets an email from a new contact or a candidate, he has to go to the ATS and create the profile manually. When a client sends a job order in an email, the job needs to be created in the ATS separately.
This may be manageable for smaller volumes but can easily tie up too much of a consultants time when the number of applicants increases, and can result in delays making candidates and jobs live, or result in only a selection of candidates making it into the ATS.
But, email is still the preferred communication channel for staffing firms, and it’s not going to change anytime soon.  The solution is an ATS with a fully integrated email solution, allowing seamless blending of data between the email client and the ATS database.  Candidate resumes and job briefs can be added in seconds and are immediately available for consultants to work on.
How can TargetRecruit Help?
With TargetRecruit Email Connector, TargetRecruit ATS can be integrated with Outlook or Gmail, you can view and access information about clients, candidates, and contacts directly from your inbox. Email integration will allow you to track all candidates and client emails automatically. You can quickly add a contact or a candidate from Outlook or Gmail, create job orders, parse resumes or add notes- all from your inbox. See this video and pdf to learn more.

Management theories help organizations to focus, communicate, and evolve. Using management theory in the workplace allows leadership to focus on their main goals. When a management style or theory is implemented, it automatically streamlines the top priorities for the organization. Management theory also allows us to better communicate with people we work with which in turn allows us to work more efficiently. By understanding management theory, basic assumptions about management styles and goals can be assumed and can save time during daily interactions and meetings within an organization.
Theories can only reach so far, and management theories are no exception. There is no such thing as a one-size-fits-all management theory. What may work for one organization may not be relevant for another. Therefore, when one theory does not fit a particular situation, it is important to explore the option of developing a new theory that would lead in a new, more applicable direction. While some theories can stand the test of time, other theories may grow to be irrelevant and new theories will develop in their place.
We can find  many management theories introduced on : 

Scientific Management Theory
Administrative Management Theory
Bureaucratic Management Theory
Human Relations Management Theory
X&Y Management Theory


REF: https://courses.lumenlearning.com/wmopen-organizationalbehavior/chapter/management-theory-and-organizational-behavior/
 

Global education helps
students develop their capacity to be informed, open-minded, and responsible people, who are responsive to diverse perspectives. Global education prepares us to address the world’s most pressing issues collaboratively, equitably, and sustainably. Global education helps students understand that pressing issues must be faced in an interdisciplinary way, given the complexity of environments and competing needs and interests.
 
The primary aim of Global Citizenship: Education (GCED)  is nurturing respect for all, building a sense of belonging to a common humanity, and helping learners become responsible and active global citizens. GCED aims to empower learners to assume active roles to face and resolve global challenges and to become proactive contributors to a more peaceful, tolerant, inclusive, and secure world. Education for global citizenship helps young people develop the core competencies which allow them to actively engage with the world and help make it a more just and sustainable place. It is a form of civic learning that involves students’ active participation in projects that address global issues of a social, political, economic, or environmental nature.

Why a Scientific Format?
The scientific format may seem confusing for the beginning science writer due to its rigid structurewhich is so different from writing in the humanities.
One reason for using this format is that it is ameans of efficiently communicating scientific findings to the broad community of scientists in a uniform manner. Another reason, perhaps more important than the first, is that this format allows the paper to be read at several different levels.
For example, many people skim Titles to find out what information is available on a subject. Others may read only titles and Abstracts. Those wanting to go deeper may look at the Tables and Figures in the Results, and so on. The take home point here is that the scientific format helps to insure that at whatever level a person reads your paper (beyondtitle skimming), they will likely get the key results and conclusions.

Categories of AI
Artificial intelligence:
can be divided into two different categories: weak and strong. Weak artificial intelligence embodies a system designed to carry out one particular job. Weak AI systems include video games such as the chess example from above and personal assistants such as Amazon's Alexa and Apple's Siri. You ask the assistant a question, it answers it for you.
 
Strong artificial intelligence systems are systems that carry on the tasks considered to be human-like. These tend to be more complex and complicated systems. They are programmed to handle situations in which they may be required to problem solve without having a person intervene. These kinds of systems can be found in applications like self-driving cars or in hospital operating rooms.
 
 

Forest ecosystems are a critical component of the world’s biodiversity as many forests are more biodiverse than other ecosystems.
Forests cover 31 percent of the global land area. Approximately half the forest area is relatively intact, and more than one-third is primary forest (i.e. naturally regenerated forests of native species, where there are no visible indications of human activities and the ecological processes are not significantly disturbed).
The total forest area is 4.06 billion hectares, or approximately 5 000m2 (or 50 x 100m) per person, but forests are not equally distributed around the globe.
More than half of the world’s forests are found in only five countries (the Russian Federation, Brazil, Canada, the United States of America and China) and two-thirds (66 percent) of forests are found in ten countries.