Dalhousie University Resume Writing

<h1>Dalhousie University Resume Writing</h1><p>Dalhousie University is a main post-auxiliary instructive foundation in Canada. It has three grounds: Nova Scotia's capital, Halifax, and the North East district, Saint John.</p><p></p><p>The school is a piece of the open part, which was set up by the Canadian government in 1966. It has around 10 thousand understudies from over the globe. This school offers practically all courses identified with various fields of study like clinical, law, and training. Understudies can be taken on more than one field at once.</p><p></p><p>The school has developed to an enormous degree in the previous hardly any years. It picked up acknowledgment when it was picked as the absolute first school to be partnered with the Unites States of America. Today, the school has developed to a universal level. This implies its alumni can land positions over the globe.</p><p></p><p&g t;Dalhousie University resumes composing is generally connected with legitimate callings. One of the most well known fields of studies offered by this school is the law. Graduates who are seeking after law degrees can land lucrative positions after graduation. The basic employments offered to them incorporate high-positioning situations in legitimate offices and law offices. Dalhousie graduates can likewise join the lawful calling on the off chance that they wish to.</p><p></p><p>Many Dalhousie University graduated class get grants from the Government of Canada. They likewise land positions at the open segment. Understudies keen on seeking after work in the open area can exploit Dalhousie University continue composing for position opportunities.</p><p></p><p>The school additionally offers many post graduate courses. These courses are additionally exceptionally looked for after by legal counselors. Attorneys can get a post advanced educ ation in their fields of enthusiasm after graduation. One of the fields for which understudies can get a post-advanced education after graduation is fund and accounting.</p><p></p><p>Dalhousie University resumes composing for money and bookkeeping incorporates a similar educational plan as that gave in the MBA degree programs. The understudies can be recruited for different administration positions once they have completed the MBA program. A Dalhousie University degree doesn't really imply that the understudy has the necessary abilities and information to be employed for an administration position.</p><p></p><p>The truth that the master's level college are government endorsed likewise implies that they are exceptionally respected and regarded by different foundations over the globe. A Dalhousie University graduate ought to hope to be given an occupation once the person graduates.</p>

Sustainability and How to Get Creative with Your Workplace Wellness Program - Workology

Sustainability and How to Get Creative with Your Workplace Wellness Program - Workology What is a Workplace Wellness Program? Im working with a cool HR tech startup currently in beta that focuses on workplace wellness and sustainability. If you are interested in learning more, please leave a comment or email me at jessica(at)blogging4jobs(dot)com.   Having successfully survived and navigated your companys annual benefits enrollment process, I know you as an HR and business leader, deserve more than a pat on the back. You deserve not just a day off but more than several after hours company paid dinners and cocktail happy hours with friends discussing anything but work. You put in not just work negotiating your health insurance plan and developing the company communication plan that accompanies the open enrollment period but you have endured perhaps thousands of phone calls, questions and emails from employees, their dependents  and partners. I know that that 99% of these questions could have been answered by those same individuals if they had bothered to read those same materials you and your team spent hours and possibly weeks not just creating. Every possible answer for those thousand questions was contained within that annual enrollment packet that no one took 15 minutes to skim, read or even peruse. Why is it so hard to read the bulleted benefit changes on the powerpoint slides you sent to the entire leadership as well as all employees? What is a Workplace Wellness Program? Which is why it almost seems to wrong to discuss or even consider re-vamping, updating or launching a new workplace wellness program. You spend a small part of your day focused on employee benefits questions. Its not the questions that change, just the employee thats asking them. You know there will be a thousand more questions and a group of employees who are only enrolling in new said workplace wellness program because they want the free pedometer or Shine (Fitbit too) you are offering those same employees. In fact, you often get asked when youre bringing back your workplace wellness program. Employees dont talk to you about the pounds they lost or how those 8 weeks changed their life. They talked about the fun (and also free) tracker thingie they used but never figured out how to download the app which was to be used to track on their device. A workplace wellness program is a corporate and workplace led program focused on not just eating healthy or exercising but healthy activities and choices. And by healthy choices I might mean parking your car the furtherest away in the parking lot so you can make 10,000 daily steps, limiting your alcohol intake to 1 glass of wine instead of 3 per evening or committing to weekly meditation and yoga to help reduce what is the most unhealthy human activity of all, feeling stressed. Most employers think of a wellness program as just exercising and healthy eating choices, but its more than that. Its about an holistic healthy lifestyle. Sure that includes reducing your calorie intake or exercising at least 30 minutes 3 times a week, but it also includes offering employees classes as well as opportunities to learn about financial health and wellness as well as managing but also understanding stress both personally and professionally that tends to bleed over into both parts of all of our live s. A vast majority of companies address employee wellness in some way. In 2015 the  Society for Human Resource Management reported  80% of employers offered preventative wellness services and information. The popularity increases with larger workforces. Some reports suggest up to 92% of employers with over 200 employees offer a wellness program. What SHRM and others dont report and maybe you dont measure is the effectiveness of these type of workplace wellness programs. I can only speak for my own wellness programs in the past, however, I can say that developing and launching them is the easier part. The real challenge is maintaining an effective program that produces results, lowers costs and drives employee engagement. Let me be clear, there is no single and best way execute and grow a wellness program at your workplace. There are so many variables that are unique to your organization including but not limited to your healthcare plan, company culture, location of your employee population, the overall health of your employee population as well as your health insurance numbers including the average age of your employees as well as the number of claims over $10,000 for not just last year but several prior years. Four Ways to Get Creative With Your Workplace Wellness Programs Ask Your Employees for Feedback.  Either through an employee survey or information gathered in focus group meetings, ask your employees for feedback on the types of workplace wellness programs traditional as well as non-traditional. According to the 2016 Deloitte Millennial Study, your majority Millennial workforce are more likely to report high levels of satisfaction where there is a creative, inclusive working culture (76 percent) rather than a more authoritarian, rules-based approach (49 percent). This means asking for input, feedback and letting them participate in the decision-making, culture creative process, and programs developed by employees. Consider Wellness as More Than a Way to Reduce Health Insurance.  Wellness casts a wider net than just a way to reduce corporate as well as employee health insurance costs. Look at ways to offer programs that help employees in other non-tradtional wellness areas including financial health. Something as simple as balancing a checkbook or managing expenses might be a challenge for the majority of your employee population. Whether its financial wellness, stress management, or conflict resolution training, consider resources beyond what we traditionally see as wellness. Those workplace weight loss challenges while important are overdone. Consider trying a new approach to not only drive engagement but help your employees learn new habits beyond workplace smoking cessation and healthy eating programs. Wellness Programs Offer a Way to Improve Your Employees Daily Lives in Other Ways.  Believe me when I say I know sometimes the hardest part about being in human resources is being able to see the forrest through the trees. Its the trees that dominate so much of our time and energy which is why its hard to effective strategize, plan and build our organizations in different ways. Your workplace wellness programs offers a way to engage employees and remind them of your value as an organization beyond a paycheck. Great wellness programs arm your employees with new tools, resources and provide support in ways that impact them differently. Maybe its a reduction in stress or providing them the opportunity to expand their experience beyond their horizons. I know it might feel like Im stretching here, however, sustainability is important for not just your Millennial workforce. The majority of our workforce doesnt just want to work a job for a paycheck. We want to align our futures and purpose with one that is bigger than our own. When we have a purpose and inclusiveness at our offices, our employee turnover is lower as shown as the graphic above. Communicate Differently.  As I mentioned people want resource, mentorship and connection. That includes when it comes to any programs, wellness included. We need to look beyond Outlook and workplace email communication and the company newsletter to engage our employees. Maybe its video, a podcast, more in person meetings or group activities after hours that foster the most adoption of programs including your wellness ones. I understand that its work and its completely out of our as well as our leaders comfort zones. However, if we dont change our strategies especially when it comes to standard and basic communication beyond the company portal, email and intranet, we will successfully engage our employees wellness related or not. The thing about wellness programs is they offer the opportunity to provide value to our employees. They allow us to grow them in ways they cant get from a corporate high potential training program or new employee orientation which is why I, am of the mind that they are the future of how to best engage and ultimately retain our most productive and precious workforce. Workplace wellness programs are about the sustainability of our most precious resource outside of the planet which is our people. Are you ready? Most importantly, how are you communicating sustainability to your business leaders and employees? Im working with a cool HR tech startup currently in beta that focuses on workplace wellness and sustainability. If you are interested in learning more, please leave a comment or email me at jessica(at)blogging4jobs(dot)com.

5 Ways to Handle Rejection Like a Pro

5 Ways to Handle Rejection Like a Pro Dismissal smells and it happens to everybody. Everybody. We've all gone on first dates that didn't transform into second dates. We've all passed up the distribution, the huge advancement, the welcome to our second-grade classmate's specific birthday celebration. Rather than floundering in self indulgence, here are five different ways to make lemonade and reframe your dismissal next time you get whacked with one. googletag.cmd.push(function() { googletag.display('div-gpt-promotion 1467144145037-0'); }); 1. Lock in and rethink your strategyEither it's a numbers game and you simply need to swim through the heap of no's to get to the possible truly, or there are things you could be improving. Each couple of dismissals, take an opportunity to rethink your concentration and your strategy, at that point make the important changes. This will cause you to feel as you're accomplishing something helpful in any event, when the uplifting news is by all accounts just inaccessible and out of your c ontrol.2. On the off chance that the entryway is shut, discover the windowOr the silver coating. Or on the other hand the upside of the drawback. Essentially, attempt and disclose to yourself that this dismissal just leaves you open for a superior open door you may have missed. At the end of the day, let go of this one and go for one better!3. Gain from itTake every dismissal as a test to drive you to improve and be better. Regardless, you'll develop (and succeed) quicker, paying little heed to what number of dismissals you get. You'll most likely despite everything get dismissals; everyone consistently does. However, in the event that you get the hang of something and let every one prod you on, you'll be path in front of the game.4. Zen it outSay to yourself this simply wasn't intended to be. Possibly the planning was off, or you were glancing in the somewhat off-base area. Disclose to yourself everything occurs for an explanation, attempt to find a sense of contentment with that, and set yourself up to take advantage of the following lucky break with clear eyes and open arms.5. Understand it's not about youSometimes we're dismissed not on the grounds that we're sufficiently bad. Now and again we're excessively acceptable. Or on the other hand the purpose behind our being dismissed has nothing to do with us by any stretch of the imagination. Maybe you help the recruiting chief to remember a child who harassed him on the play area 20 years prior. Or then again perhaps somebody was having a downright awful day when she interviewed you. Or on the other hand, for organization governmental issues reasons, they needed to ignore your heavenly capabilities for some other factor. You never know. At times it's ideal to kick back and not think about things so literally. Keep in mind, the correct yes is practically around the bend.

Equity in Healthcare - A Look at Womens Efforts and Retributions CareerMetis.com

Value in Healthcare - A Look at Women's Efforts and Retributions â€" CareerMetis.com Picture Source: Unsplash.comFeminist hypothesis has been talking about the pay hole between the two genders, just as ladies' deception in the working environment throughout recent decades. In spite of all the extreme discussions, these issues despite everything exist in 2018. Indeed, even lucrative and fundamental fields, for example, medication and medicinal services fight this issue today, in spite of the fact that we'd need to think they'd be the first to progress.If you've been pondering about what the position frequently filled by ladies in social insurance are, or even how much a female attendant wins by and large, at that point you definitely realize how muddled the conversation can get. Here is the thing that you have to think about value in the field through the perspective of ladies' endeavors and retributions.About Women Healthcare AidesevalAccording to The Economist, the places of wellbeing assistant and medical attendant are two of the four occupations overwhelmed by the female sex, nearby those of educator and secretary. 80% of these occupations are held by ladies, which leaves the stayed of 20% to men. The thing that matters is extensive and very obvious to the extent numbers are concerned.evalFor model, just 11.4% of the enrolled nurture over the region of the United Kingdom are men, which implies that ladies speak to the rest of most of 88.6%. Obviously, this underlines an issue in itself, in particular generalizing and disgrace. Have you at any point seen a man uncover the way that he is a social insurance helper to his male companions in a sitcom episode?This joke situation is tossed around constantly, and it for the most part has the equivalent punchline. The enlisted nurture confesses all, and his companions mock him for not being sufficiently manly. This is an enormous issue, and it is without a doubt an inclination that exists. In any case, this despite everything doesn't clarify the disparity that exists at this level among people in the industry.And we're not discussing numbers from a segment perspective here. We're talking monetarily. Did you realize that, in spite of the fact that ladies overwhelm the field, they are still horribly come up short on for their administrations? In the following area, we will investigate the issue from the compensation hole, just as remaining task at hand. All in all, what are the most prominent contrasts? How about we discover out.Workload and the Wage GapAs far as the outstanding task at hand of ladies in the social insurance office goes, the circumstance is fairly straightforwardly corresponding. Female doctors work shorter hours every week because of the additional obligation of child rearing and residential work. Since ladies are viewed as liable for this in the family unit, a considerable lot of them put a hold on work to see to such matters.Traditionally, this is something men don't need to manage or get notification from their friends. A review distributed by Reuters has unc overed that there are higher possibilities for ladies working in human services to end up in the center of a contention between their work and their family life. Starting here of view, we haven't advanced that much since the 1950s.This prompts an ever increasing number of female clinical experts to stop their action after pregnancy, which reduces the effectively low numbers in the field. In this way, the obsolete thought that ladies can't be both sustaining moms and effective in their field simultaneously is profoundly harming to this aspect of the human services industry.Of course, the compensation hole still particularly exists too. Information incorporated from the last six National Sample Survey of Registered Nursesconducted quadrennially somewhere in the range of 1988 and 2008 along with the American Community Surveys of 2001 through 2013 have set up this. Albeit just 7% of the members were men, their compensation was extensively higher.evalThe hole for mobile consideration was an astounding 7,678 dollars, while for medical clinic settings it was of 3,873 dollars. These numbers are determined yearly obviously, yet this doesn't make them less noteworthy or definite. They are the confirmation of a stressing level of disparity that is standardized and hasn't vanished 50 years back with the Equal Pay Act.This demonstrates with no sliver of uncertainty that the framework is still particularly defective. The sex wage hole exists in nursing, and it spreads to even the most lucrative fields hands on advertise. For this situation, the conversation centers around medication. Despite the fact that it is one of the most productive word related areas on the planet, disparity is as yet an issue in 2018.The Bottom LineUpon beginning the conversation on the job and position of ladies in social insurance, concerning insights become visible. In the field of nursing, by far most of experts are qualified ladies. But, they are terribly come up short on when contrasted with th eir male partners. This still-existent compensation hole penetrates each and every calling in the medicinal services spectrum.Still, it is unmistakable on account of social insurance helpers, where ladies lose a huge number of dollars yearly to their male friends. Despite the fact that it is 2018 and the fourth rush of woman's rights is on the ascent, this issue despite everything exists. What are more, ladies manage adjusting work and family, while men barely ever manage such a problem?evalSo, what should be possible? The arrangement is basic on paper, yet testing to apply from a useful perspective. Ladies need to stand firm while arranging their situation in the workforce and request to be seen and heard. Be that as it may, for this to completely occur, an inviting domain for this sort of strengthening must be made. Yet, is this a dilemma circumstance? The truth will surface eventually.

Canadas Top 40 Under 40 2008

Canadas Top 40 Under 40 2008 On Tuesday May 5th 2009, Caldwell Partners International recognized another Top 40 Under 40, remarkable, Canadian business leaders, marking this as the 14th annual event.These men and womentruly represent theessence of leadership.The chosen nominees were selected by an independent advisory board, comprised of 26 leaders from across Canada based on five criteria: vision and leadership; innovation and achievement; impact; growth and development strategy; and community involvement and contribution. Douglas Caldwell, chairman of Caldwell Partners International Inc. and founder ofCanadas Top 40 Under 40 says, These people are amazingly innovative and creative and concientious and havent been caught up in this meltdown. Theaward recipents are: Josh Blair, Brian Chafe, Michael Cole, Michael Copeland, John Corley, Dr. Fiona Costello, Dr. Sam Daniel,Dr. AndrewDemchuk, Caley Denton, Mark Derbyshire, Jacques L. Drouin, Jerome Dwight, Wade R. Felesky, Shane C.Fildes, Shaun Francis, Scott Gilmore, Elissa Golberg,Sriram H.Iyer, Ray Jayawardhana, Mitch Joel, Dr. Shana Kelley, Michel Kelly-Gagnon, Jeff Kinnaird, Steven Koles, Dr. Julie Lessard, Cam Marshall, Ryan Marshall,Jessica McDonald, Prashant Shanker Pathak, Pascal Pilon, Cameron Piron, Jason Potter, Marlo Raynolds, Dani Reiss, Dr. Michael Taylor, Scott Thomson, Dr. Sam Michael Wiseman, Jennifer Wong, Sarah Young andBarbara Zvan. Douglas Caldwell says, These are young people with optimism, energy and the temerity to say, We can make this work. He goes on to say, We should be very confident in the future based on these people who are already leading in many sectors. In addition to The Caldwell Partners International,sponsors of this event included,The Globe and Mail, National Bank, Kingbridge Conference Centre and Institute, Deloitte and Air Canada.