We found 107 results that contain "tech"

http://www.scielo.br/revistas/gmb/iaboutj.htm#001
https://venturit.atlassian.net/browse/IT-1478  




Genetics and Molecular Biology is abstracted or indexed in:

PubMed
Science Citacion Index Expanded
Current Contents/Life Sciences
ISI Web of Science
Biotechnology Citation Index
Biological Abstracts
Excerpta Medica
Genetics Abstracts
Animal Breeding Abstracts
Plant Breeding Abstracts
Chemical Abstracts
Referativnyi Zhurnal (Abstracts Journal, Russia)
Periódica (UNAM-Mexico)
Lilacs

https://www.motionelements.com/blog/articles/what-you-need-to-know-about-the-5-most-common-video-file-formatshttps://www.motionelements.com/blog/articles/what-you-need-to-know-about-the-5-most-common-video-file-formatshttps://www.motionelements.com/blog/articles/what-you-need-to-know-about-the-5-most-common-video-file-formatshttps://www.motionelements.com/blog/articles/what-you-need-to-know-about-the-5-most-common-video-file-formats
 

One thing immediately jumps out: Only one of the 13 questions, question No. 9, asks employees to rate their manager's hard skills. 


Every other question focuses on soft skills: communication, feedback, coaching, teamwork, respect, and consideration. The evaluation predominately assesses not what managers know but how they do their jobs. 


Which means the best managers add value by helping their teams succeed -- their success comes from the team's, and each individual on that team's, success.


Of course, you could argue that possessing superb technical skills is less important for Google's team managers since it's easier for Google to recruit and retain incredibly skilled people than it is for many companies.
 

One thing immediately jumps out: Only one of the 13 questions, question No. 9, asks employees to rate their manager's hard skills. 


Every other question focuses on soft skills: communication, feedback, coaching, teamwork, respect, and consideration. The evaluation predominately assesses not what managers know but how they do their jobs. 


Which means the best managers add value by helping their teams succeed -- their success comes from the team's, and each individual on that team's, success.


Of course, you could argue that possessing superb technical skills is less important for Google's team managers since it's easier for Google to recruit and retain incredibly skilled people than it is for many companies.
 

One thing immediately jumps out: Only one of the 13 questions, question No. 9, asks employees to rate their manager's hard skills. 


Every other question focuses on soft skills: communication, feedback, coaching, teamwork, respect, and consideration. The evaluation predominately assesses not what managers know but how they do their jobs. 


Which means the best managers add value by helping their teams succeed -- their success comes from the team's, and each individual on that team's, success.


Of course, you could argue that possessing superb technical skills is less important for Google's team managers since it's easier for Google to recruit and retain incredibly skilled people than it is for many companies.

One thing immediately jumps out: Only one of the 13 questions, question No. 9, asks employees to rate their manager's hard skills. 


Every other question focuses on soft skills: communication, feedback, coaching, teamwork, respect, and consideration. The evaluation predominately assesses not what managers know but how they do their jobs. 


Which means the best managers add value by helping their teams succeed -- their success comes from the team's, and each individual on that team's, success.


Of course, you could argue that possessing superb technical skills is less important for Google's team managers since it's easier for Google to recruit and retain incredibly skilled people than it is for many companies.

https://www.youtube.com/watch?v=vr8pNgjI9Ig
 
new technology 
 
In technology development significant advances are as often the result of a series of evolutionary steps as they are of breakthroughs. This is illustrated by the examples of the steam engine and the computer. Breakthroughs, such as the transistor, are relatively rare, and are often the result of the introduction of new knowledge coming from a quite different area. Technology development is often difficult to predict because of its complexity; practical considerations may far outweigh apparent scientific advantages, and cultural factors enter in at many levels. In a large technological organization problems exist in bringing scientific knowledge to bear on development, but much can be done to obviate these difficulties.

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.

Before spectroscopic analysis (IR, NMR) became commonplace in the organic chemistry lab, chemical tests were heavily relied upon to support compound identification. A chemical test is typically a fast reaction performed in a test tube that gives a dramatic visual clue (a color change, precipitate, or gas formation) as evidence for a chemical reaction. For example, addition of an orange chromic acid reagent to some compounds causes the chromium reagent to change to a blue-green color (Figure 6.37a). This is considered a "positive" test result, and in this case indicates the presence of a functional group that can be oxidized (alcohol or aldehyde). A negative test result is retention of the original color of the reagent, in this case the orange color
 
https://chem.libretexts.org/Bookshelves/Organic_Chemistry/Book%3A_Organic_Chemistry_Lab_Techniques_(Nichols)/06%3A_Miscellaneous_Techniques/6.04%3A_Chemical_Tests/6.4A%3A_Overview_of_Chemical_Tests
 

What is SDLC?
SDLC is a process followed for a software project, within a software organization. It consists of a detailed plan describing how to develop, maintain, replace and alter or enhance specific software. The life cycle defines a methodology for improving the quality of software and the overall development process.
The following figure is a graphical representation of the various stages of a typical SDLC.

A typical Software Development Life Cycle consists of the following stages −
Stage 1: Planning and Requirement Analysis
Requirement analysis is the most important and fundamental stage in SDLC. It is performed by the senior members of the team with inputs from the customer, the sales department, market surveys and domain experts in the industry. This information is then used to plan the basic project approach and to conduct product feasibility study in the economical, operational and technical areas.
Planning for the quality assurance requirements and identification of the risks associated with the project is also done in the planning stage. The outcome of the technical feasibility study is to define the various technical approaches that can be followed to implement the project successfully with minimum risks.
Stage 2: Defining Requirements
Once the requirement analysis is done the next step is to clearly define and document the product requirements and get them approved from the customer or the market analysts. This is done through an SRS (Software Requirement Specification) document which consists of all the product requirements to be designed and developed during the project life cycle.
Stage 3: Designing the Product Architecture
SRS is the reference for product architects to come out with the best architecture for the product to be developed. Based on the requirements specified in SRS, usually more than one design approach for the product architecture is proposed and documented in a DDS - Design Document Specification.
This DDS is reviewed by all the important stakeholders and based on various parameters as risk assessment, product robustness, design modularity, budget and time constraints, the best design approach is selected for the product.
A design approach clearly defines all the architectural modules of the product along with its communication and data flow representation with the external and third party modules (if any). The internal design of all the modules of the proposed architecture should be clearly defined with the minutest of the details in DDS.
Stage 4: Building or Developing the Product
In this stage of SDLC the actual development starts and the product is built. The programming code is generated as per DDS during this stage. If the design is performed in a detailed and organized manner, code generation can be accomplished without much hassle.
Developers must follow the coding guidelines defined by their organization and programming tools like compilers, interpreters, debuggers, etc. are used to generate the code. Different high level programming languages such as C, C++, Pascal, Java and PHP are used for coding. The programming language is chosen with respect to the type of software being developed.
Stage 5: Testing the Product
This stage is usually a subset of all the stages as in the modern SDLC models, the testing activities are mostly involved in all the stages of SDLC. However, this stage refers to the testing only stage of the product where product defects are reported, tracked, fixed and retested, until the product reaches the quality standards defined in the SRS.
Stage 6: Deployment in the Market and Maintenance
Once the product is tested and ready to be deployed it is released formally in the appropriate market. Sometimes product deployment happens in stages as per the business strategy of that organization. The product may first be released in a limited segment and tested in the real business environment (UAT- User acceptance testing).
Then based on the feedback, the product may be released as it is or with suggested enhancements in the targeting market segment. After the product is released in the market, its maintenance is done for the existing customer base.Video link:Embedded video link:Link: https://projects.invisionapp.com/d/main#/console/20294675/458743820/preview 

Educator provides evidence
of their understanding of communication and outlines and provides evidence of a lesson that uses technology to support students’ use of communication in learning.
Method Components
What are the 4Cs?
The 4Cs for 21st century learning are Creativity, Critical Thinking, Communication, and Collaboration. They are part of the framework for 21st Century Learning and are designed to support student learning in today’s world and are skills they can use in college and career.
What is communication (and what isn’t it)?
The P21 framework emphasizes effective use of oral, written, and nonverbal communication skills for multiple purposes (e.g., to inform, instruct, motivate, persuade, and share ideas). It also focuses on effective listening, using technology to communicate, and being able to evaluate the effectiveness of communication efforts—all within diverse contexts (adapted from P21). Note that working in partners is a great way to collaborate or build shared understanding but a critical part of communication is sharing with an authentic audience.
Example strategies that use technology to support communication in the classroom:

Host a TED-style conference or showcases for your students to present original ideas on a topic of interest to them to an authentic, external audience. Record and post the videos to a youtube stream.
Provide opportunities to listen and ask questions through back channel tools like Today’s Meet or even Twitter.
Have your students publish their work through blogs, by creating websites, and by building other online resources that are shared with authentic audiences.
For other ideas see the resources below.

Need more help? 
Hopefully some of the ideas shared here have helped you think about some alternatives to pursue should Zoom not be an option for your courses. The instructional technology and development team in MSU IT is happy to consult with you on how you can leverage academic technologies to make your large course experience feel smaller. We can help you think about how to live without Zoom and embrace the asynchronous teaching life if you choose.