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The Government of Azerbaijan, the US Agency for International Development and the UN Development Programme in Azerbaijan officially opened a Women Resource Center and a SYSLAB Employment Center in Masalli region of Azerbaijan on Thursday. These centers were established in the framework of the joint project on “Economic Empowerment for Enterpreneurship and Employment” which is implemented in partnership with the Ministry of Labour and Social Protection of the Population and the State Committee for Family, Women and Children Affairs. Both centers are located in the Massali Haydar Aliyev Center and are supported by the Executive Authority of Masalli.
Opening the ceremony, the Deputy Minister of Labour and Social Protection of the Population, Mr. Idris Isayev thanked the development partners on behalf of the Government of Azerbaijan for an initiative that will benefit both local communities and the whole region of the country.
Ms. Sadagat Gahramova, Deputy Chairperson of State Committee of Family, Women and Children Affairs, appreciated the continuation of supports provided to rural women to launch businesses of their dreams and expressed the readiness of the Committee for further collaboration.
UNDP Resident Representative, Mr. Ghulam M. Isaczai stressed the importance of women’s roles in socio-economic life and active youth participation for inclusive and sustainable development, especially in the rural areas of the country. “This partnership between the Government of Azerbaijan, USAID and UNDP helps women and youth improve their lives in a meaningful way by opening their own businesses, starting successful careers matching their aspirations, and by gaining control over their lives. This is equally important for both women and youth, who are often more vulnerable and susceptible to life’s challenges. By helping them, we are helping the future of this beautiful country.” Mr. Isaczai said in his speech.
Mr. Isaczai expressed his appreciation to the Head of Executive Authority of Masalli, Mr. Rafil Huseynov and the government partners for successful collaboration with the project team. “This event proves the stout commitment of all parties to one and the same mission, shared globally and locally – the Sustainable Development Goals.” he added.
Mr. Carter Wilbur, Economic Chief at the U.S. Embassy emphasized that by advancing women’s participation in the economy, it contributes to a stronger society. “By improving the capability of Employment Centers in Masalli to provide work related training, we enhance the ability of women and youth in this community not just to work, but also to innovate, to develop, and to act on new ideas in business and the workplace.”
The delegation met with project participants to hear how they benefited from the project and awarded with certificates the women who have launched their business under the project and the youth who had already found a job during the project cycle. They later visited a newly established ASAN center and the ASAN Support to Family Business (ABAD) in Masalli.
The purpose of the joint project on “Economic Empowerment for Enterpreneurship and Employment” is to support economic empowerment for women’s entrepreneurship and youth employment through capacity-building activities at a Women’s Resource Center and Employment Centers (SYSLAB) in the region.
Postcard - Thief River Falls - Presbyterian Church - Horace - Looking NE - circa 1940 - before removal of tower - later Methodist Church - Corner of 1st and Horace - see 1998-009-086.
More at pchs.org/resources/2006-015-050
Interior view of the AV area of the Arts Resource Centre in the old library building at Stamford Road.
All Rights Reserved. National Library Board Singapore 2004.
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Image resource for the 2017 ULI Hines Student Competition hosted in Chicago, Illinois, USA.
Images are geolocated on the Flickr map for this account. Please visit: www.flickr.com/photos/109340935@N06/map
If you have any question about specific elements depicted on the image, please leave a comment.
Relevant comments are addressed on a regular basis during the competition period.
For general information about the competition please visit: www.uli.org/hines
Image: Nathan Weber/ULI
Orvel Stocks Photo - Summer 2005 Smithsonian Institute "Barn Again! Celebrating an American Icon" - Faye Auchenpaugh = Chairperson - Bray Township Barn - Owned By: Robin Bach Patenaude.
More at pchs.org/resources/2006-006-018
Reverse = "1988-89 Girls' Basketball Cheerleaders" Unknown names.
More at pchs.org/resources/1997-065-003
Professionals working in Human Resource Function Often solicit in a belief thattheir role is very descriptive in nature with intangible output; hence their performance cannot be measured accurately. Is it genuine?Definitely not, the performance of HR professionals can be measured like any other employee. Let’s reassess and redefine the role of HR Function.
Whenever HR professionals are askedto describe their role, they often talk about Recruitment, Compensation & Benefits, Performance Management, Training and Development, Managing and Motivating Employees, Succession Planning, Change Management, Organizational Development, so on and so forth. Are these the onlyroles of HR Professionals? Do HR Professionals have freedom to perform following tasks -?
1.Hire a new employee or terminate the employment of existing employees?
2.Recommend annual increment or promotion of employeesto the higher level in an organizational hierarchy?
3.Provide training, coaching or mentorship to any employee of organization on its own?
4.Approve Paid/sick leave in an organization?
5.Decide a successor for a manager or a leader on its own?
6.Decide benefits entitlement for employees?
7.Create organizational culture or execute change?
The answer is big NO. HR professionals working in any organization cannot do any of the above-listed activities without the consent ofconcerned functional or team manager. So, what is the role of HR Professionals in an organizational set-up?
1.Consultant – HR Professionals should be a part of solutions and results instead of problems and complications.They should also be well-versed with skills and competencies required to be successful in an organization. They must have the thorough knowledge of all job descriptions existing in an organization. They must provide consultancy services to business and help them find ways to create competitive advantage.
2.Communicator – It has often beensaid that HR Professionals are a messenger between management and employees OR they create a bridge between employees of organization and management. However, it is not true. They are not mere messengers. They are communicators, which means, they must understand messages correctly, interpret it in the language being understood by other stakeholders, select appropriate medium of communication and communicate it as efficiently and effectively as possible without getting emotionally involved in the communication process. They must be empathetic but not sympathetic. The business place is not a place to demonstrate sympathy. Sometimes they need to communicate tough decisions of management to employees and at times may need to make management aware of impediments of employees. But it is observed that many times they damage the matter by getting emotionally involved in it.
3.Process owners – HR Professionals are process owners. They must ensure that all processes are followed diligently without exceptions. By cherry picking employees they tend to build resentment among employees and thereby creating an environment of favoritism and bias. They must continuously work towards the improvement of processes, make them simple to understand and follow and thereby improve process efficiency by saving time and resource. They must use Lean Methodology to improve processes.
4.Facilitator – One of the key roles of HR Professionals is to facilitate training and development programs and create an environment of coaching. Coaching is possible in a set-up of mutual trust and respect. As a facilitator, HR professionals work towards improving functional, behavioral and leadership competencies of employees and thereby create successors of existing leaders and high-performing employees to ensure business continuity in case of any unforeseen circumstances. As a facilitator, while on one hand they work with employees in developing their career plan in alignment with organizational vision and goals; on the other hand they help managers and leaders define talent management strategies to manage employees who are -
1.High Performers and High Potentials
2.High Performer and Low Potentials
3.Low Performers and High Potentials
4.Low Performers and Low Potentials
6. Compliance Manager – Organizations often get into trouble for not following applicable legislations as well as failing to comply with Standard Operating Procedures of an organization. Not complying with applicable legislations leads to punishable criminal offense and thereby affects operations of an organization; not complying with SOP’s led to corruption and thereby affects business continuity.
7. Brand Ambassadors – HR professionals communicate with several external agencies as well as job candidates, educational institutes and government bodies. They need to always represent values, culture, and ethics of an organization. Also, those employees who decide to separate from organization become its de-facto brand-ambassadors. HR must ensure that all employees who resign should be treated as per policies of an organization and with respect. The way HR professional conduct themselves in an organization is followed by all employees. Hence, it is a responsibility of HR professional to keep their conduct professional and follow values of an organization all the time.
8. Project Managers – Every sub-function of HR is a project. Campus hiring is a project and so do performance management, compensation benchmarking, cost-benefit analysis of new and existing benefits, and leadership development. Each of these projectsrequiresa thorough planning, information gathering, stakeholder’s management and execution. HR Professionals shall be efficient project managers.
All of the above-discussed activities are measurable. The success criteria of employees must be based on quantity, quality or other pre-meditated deliverables. In order to execute these roles, HR professionals must have a thorough understanding of the business model of organization, products or services of an organization, human psychology, and behavior, and awareness of competitions.
HR professionals need to understand that they are not Social Reformers or Human Right Activists working on the payroll of an organization. They are working for business. Their efforts must make the business profitable. Their primary role is to safeguard the interest of organization against all adversities.
Being well-versed with business model plus Thorough understanding of products or services of organization plus Ability to communicate effectively across hierarchy plus Attributes of a Consultant plus Project management abilities = Your Ticket to the Topmost Role in Organization.
Do you still believe that HR is a messenger between employees and management?
Do you still believe that HR plays an important role in your selection or termination or performance appraisal? If yes, then you are being misguided by your managers.
Do you still feel that performance of HR Professionals cannot be measured? In that case, please take help of HR Analytics. Anything that can be measured can be managed.
I will be glad to have your comments and feedback.
About Us
With multiple successes achieved through driving commercially embedded HR strategy and programs across Africa, Europe, the Middle East, USA, and Hong Kong, Sanjeev Himachali, Talent Strategist & Management Consultant exhibits over a decade and a half years of progressive, leadership experience and core competencies in talent acquisition, management, and development, HR program management, compensation & benefits management, and staff engagements. In January 2015 he launched Ecliptic HR Solutions to provide strategic human resource and talent management consulting across BFSI, Manufacturing, Automobile, IT & ITES, Telecom, Retail, and FMCG sectors.
As a Talent Strategist, Sanjeev partners with organization’s hiring managers to find, select, and hire top talent which exemplifies firm’s values and provides a foundation for organization’s future growth. Sanjeev is adept at expediting change management through leadership, differentiated talent models, attracting and developing the best talent, and building a culture of engagement, agility, and innovation. He has proved to be a trusted advisor to organizational leadership in initiating human capital management strategies and aligning HR best practices and processes with organizational objectives.
As a Management Consultant, Sanjeev is credited with pioneering best practice HR systems and processes for clients that brought a new era of employer brand visibility and saw the company’s HR systems heralded among the industry best. Sanjeev has championed psychometric assessment DISC and Thomas Profiling, and developed Managerial Competency Framework for clients, while simultaneously deploying succession planning strategies for high profile roles in organizations. He is highly experienced in the organizational diagnosis and the design and facilitation of events and staff development activities including executive coaching. Sanjeev has earned his MBA in HR and is certified in MBTI, PPA & Extended DISC Practice, and Green Belt Lean Six Sigma.
Contact Us
Sanjeev Himachali
Address: No: 22, C2, 6th Floor,Hermes Heritage – II,Shastri Nagar, Yerwada,Pune - 411006
Contact No: 9975689991 8149007976
Email : sanjeev.himachali@ecliptichr.com
Website: www.sanjeevhimachali.org
Brooke Cooper
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Brooke Cooper
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Special expo for Southern California restaurant owners hosted by the VEDC Women's Business Center in Woodland Hills, CA.
Photo by Luis A. Solivan
On May 8 the Senior Resource Center hosted an event to provide important resources and information to seniors in our community. More than 40 federal, state and local vendors participated. Free event activities included a healthy cooking demonstration, job fair, hearing screenings, cholesterol and glucose screenings and more.
Photographs of the 2/25/2010 Law.Gov workshop at the Columbia Law School, hosted by Tim Wu and Stuart Sierra. Photos by Stuart Sierra.
Resource Officers’ duty is to prevent conflicts and provide the schoolchildren with any kind of aid. They are not allowed to punish the schoolchildren. They are responsible to care for the safety of the children.
Postcard - Thief River Falls - The Falls - Looking NW from the East side of the river. Bldg. on left is Hanson-Barzen Elevator..
More at pchs.org/resources/2005-085-002
Postcard - Dr. Kirby's Sanitarium - Thief River Falls - Dr. Kirby who was not a licensed doctor, practiced on the Fred Bruggerman farm - buildings are still there.
More at pchs.org/resources/2006-015-056
© Genz, Lindner / transmediale
Presentation of the reSource for transmedial culture
With: Tatiana Bazzichelli (transmediale), Stéphane Bauer (Kunstraum Kreuzberg /Bethanien, Berlin), Oliver Baurhenn (CTM, Berlin), Clemens Apprich and Oliver Lerone Schultz (Post-Media Lab, Leuphana University Lüneburg). Introduced by Kristoffer Gansing.
The reSource for transmedial culture is an initiative of transmediale, which aims to create a distributed platform and a peer-production context of research, knowledge and artistic practices throughout 2012 and beyond. The reSource works in partnership with CTM/DISK, Kunstraum Kreuzberg/Bethanien and the Post-Media Lab of the Leuphana University Lüneburg. Within the aegis of facilitating collaboration and the sharing of resources and knowledge between the transmediale festival in Berlin and the local and translocal scene engaged with art and digital culture, the reSource acts as a link between the cultural production of art festivals and collaborative networks in the field of art and technology, hacktivism and politics. The launch of the reSource takes place at transmediale with a dissemination of workshops, talks and performances, looking into the future through a series of events scheduled in the course of 2012, leading to the next transmediale festival in 2013.
On 3 June 2015 Neftchala Women's Resource Center was opened in the framework of the Project “Economic and Social Empowerment of Young and Disabled Women in economic and social life" implemented together with the State Committee for Family, Women and Children Affairs, the Coca-Cola Foundation. The goal of the Women's Resource Center is to ensure active participation of women in Neftchala, to enhance professional skills and knowledge of women, prioritizing, and to prioritize Neftchala`s economic, business and social componentns.
"Empowerment of Young and Disabled Women in the economic and social life" project has been implemented since January 2015 in Neftchala. The overall objective of the project is to provide necessary support to increase the knowledge and skills of Neftchala’s women to take an active part in economic and social life, to implement successful gender policy and to assist women in the economy life and provide employment for women with disabilities.
In the framework of the project, series trainings on real-life knowledge and business skills to local women has been held. "Create your own business" training to 60 young and disabled women in the villages of Baku and Neftchala, and round table discussions were organized to support active participation of women in social life.
Additionally, upon the accomplishing of the respective trainings, competitive selection of submitted business ideas and business plans was implemented where the awarded women will launch their businesses in upcoming months.
Jacob Borry Photo - Unknown mother & 3 children - Found in house of Ludwig Larson (half-brother of Carl Hilliard).
More at pchs.org/resources/1997-029-021
On 3 June 2015 Neftchala Women's Resource Center was opened in the framework of the Project “Economic and Social Empowerment of Young and Disabled Women in economic and social life" implemented together with the State Committee for Family, Women and Children Affairs, the Coca-Cola Foundation. The goal of the Women's Resource Center is to ensure active participation of women in Neftchala, to enhance professional skills and knowledge of women, prioritizing, and to prioritize Neftchala`s economic, business and social componentns.
"Empowerment of Young and Disabled Women in the economic and social life" project has been implemented since January 2015 in Neftchala. The overall objective of the project is to provide necessary support to increase the knowledge and skills of Neftchala’s women to take an active part in economic and social life, to implement successful gender policy and to assist women in the economy life and provide employment for women with disabilities.
In the framework of the project, series trainings on real-life knowledge and business skills to local women has been held. "Create your own business" training to 60 young and disabled women in the villages of Baku and Neftchala, and round table discussions were organized to support active participation of women in social life.
Additionally, upon the accomplishing of the respective trainings, competitive selection of submitted business ideas and business plans was implemented where the awarded women will launch their businesses in upcoming months.
Jack Jensen - Minnesota Department of Conservation badge on shirt.
More at pchs.org/resources/1997-010-021
Postcard - Thief River Falls - New & Old Knox School - 310 Markley - From Hughes Ave. - Looking NE - The New building is in front of the old building with the bell tower. Published for Robertson's Bargain Bazaar. -.
More at pchs.org/resources/2005-038-011