By Paul LeckerSports ReporterMARSHFIELD — Jake Brueggen tossed six scoreless innings to lead the Marshfield baseball team to an 8-1 nonconference victory over Tomah on Friday at Jack Hackman Field.Brueggen struck out three and walked one to earn the win for the Tigers (3-3).Marshfield opened up a three-run lead in the second as Jeremy Brost doubled and scored on an error, and Matt Meyer delivered an RBI single.The Tigers scored a run in the fourth and blew the game open with a four-run sixth.Meyer finished with two hits and scored twice for Marshfield.Brueggen, a sophomore left-hander, is now 2-0 and has allowed just one earned run in 12 innings.“He has definitely moved himself up in the pitching rotation,” Marshfield coach Mark Zee said.The Tigers play at Medford on Monday and host Stevens Point on Tuesday. Both games will be broadcast on WDLB-AM 1450 and wdlbwosq.com at 4:30 p.m.(Hub City Times Sports Reporter Paul Lecker is also the publisher of MarshfieldAreaSports.com.)Tigers 8, Timberwolves 1Tomah 000 000 1 – 1 4 1Marshfield 030 104 x – 8 6 3WP: Jake Brueggen. LP: Jordan Albrecht.SO: Albrecht 6, Curron 1; Brueggen (6 inn.) 3, Jack Donahue (1 inn.) 2. BB: Albrecht 4, Curron 0; Brueggen 1, Donahue 0.Top hitters: M, Jeremy Brost 2B, run; Matt Meyer 2×3, 2 runs; Donahue 2B.Records: Tomah 1-6; Marshfield 3-3.
Central procurement authority To ensure efficiency and cost-effectiveness in procurement, the last meeting of the National Health Council (NHC) of Minister and MECs approved the establishment of a Central Procurement Authority. South Africa’s HIV/Aids treatment programme has been given a shot in the arm, with increased competition and economies of scale enabling the government to procure R4.28-billion worth of antiretroviral drugs at less than half the cost of previous tenders. The decrease in the price of various drugs ranged from 4% to 81%, resulting in a 53% reduction in the cost of the total tender, and translating to a saving of about R4.7-billion – meaning the state could now afford to treat twice as many people as previously budgeted for. “Early this year in my health budget speech I mentioned that the prices that South Africa pays for ARVs are significantly higher than all other countries,” Health Minister Aaron Motsoaledi said in a statement this week. “The high price paid by South Africa was despite the fact that South Africa has the largest ARV programme in the world.” 15 December 2010 “It is notable that these tender price reductions have been achieved through the same suppliers that are contracted in the current tender,” Motsoaledi said. “There are several reasons for this, including greater efficiency in active pharmaceutical ingredient production, increased competition and a tender system that attempts to achieve the lowest possible price.” The selected suppliers include Aspen Pharma (with a 40.6% share of the tender), Sonke Pharmaceuticals (21.9%), Medpro (10.1%), Abbott Laboratories (9.8%), Cipla Medpro (5.1%), Strides Arcolab (4.2%), Adcock Ingram (4%), Aurobindo Pharma (3.1%), Specpharm (0.9%) and Merck Sharpe & Dohme (0.2%). Economies of scale This authority will implement measures that improve the availability and supply of medicines, achieve the lowest possible procurement prices, and ensure that suppliers are paid on time. The drugs will support the implementation of HIV/Aids treatment in the country for the next two years, effective from 1 January 2011 to 31 December 2012. Motsoaledi said the high prices had made no sense, as South Africa was the largest purchaser of ARVs in the world and should thus benefit from low prices through economies of scale. “Given the clear evidence of the success of this approach to procurement, the Department of Health will be replicating this approach through a Central Procurement Authority,” Motsoaledi said. “The authority will focus on procurement of ARVs, TB drugs, vaccines and drugs for the treatment of diseases related to maternal and child health.” SAinfo reporterWould you like to use this article in your publication or on your website? See: Using SAinfo material
As automation and digitalization continuously reinvent work, employers and employees alike face the urgent challenge of keeping up with ever-shifting skill requirements. Doing so effectively in an endlessly evolving workplace, however, requires that organizations move from episodic corporate training to continuous, on-demand learning.It’s a formidable challenge. According to the World Economic Forum (WEF), by 2022, no less than 54 percent of all employees will require significant re- and upskilling. Of these, about 35 percent are expected to require additional training of up to six months.To keep pace with changing skill requirements, HR leaders must understand the changing nature of work.Today, work is being deconstructed into elemental tasks. These tasks are deployed to the optimal source of work (automation, alliances, gig talent, etc.) and the remaining and new tasks are reconstructed into reinvented jobs. For this reason, HR needs to make continuous reinvention of work a core capability – and set the stage for continuous learning.How prepared are HR leaders and their organizations to respond to this challenge? Findings from a global joint research initiative between HR People + Strategy and Willis Towers Watson on the evolving role of the chief people officer (CPO) reveal a gap between HR executives’ awareness of this issue and their readiness to implement continuous learning across their organizations. Almost all participants (94 percent) in a series of CPO focus groups indicated that in order to handle the changing nature of work, it’s become a priority to move from episodic training to perpetual reskilling. Yet only 18 percent indicate they are prepared to truly drive significant reskilling of the workforce.Our study uncovered five critical steps that will help HR leaders pivot from episodic training to continuous learning:Move to a skills-based talent architecture. It’s time to transition from traditional career ladders based on fixed jobs to reskilling pathways based on tasks and reinvented jobs. Moving to a skills-based talent architecture, which requires mapping skills to tasks and jobs, will be critical to ensuring that talent remains relevant. CPOs as well as other senior leaders need to stop thinking about headcounts and number of employees and start thinking about skills and skill pools.Ensure learning is ongoing and part of the business plan. HR leaders must integrate learning and reskilling into everyday workplace activities in an ongoing –rather than episodic – manner. In this context, it will be important to promote self-motivation and encourage talent to seek out experiences that will help them grow and thrive.Build a talent pool for the future. Organizations have begun hiring and training people in specific skill areas in anticipation of future needs, that is, before jobs are even available. For instance, United Rentals hires people out of high school and college in this way and finds that this approach reduces ramp-up time when jobs do become available. To ensure access to critical skills at all times, the HR leader must cultivate diverse work relationships and partner with various collaborators, or risk finding themselves at a competitive disadvantageTake a multipronged approach. It’s important to provide transparent and multidimensional development opportunities. CPOs need a multipronged approach to understanding the organization’s learning needs and developing paths for continuous learning.Engage in ongoing conversations with business leaders to understand how skill capabilities align to evolving business needs and develop learning modules to bridge growing skill gaps.Develop learning paths based on an individual’s learning objectives and build on their current skills and previous experience. Because individuals have different learning styles it’s important to provide learning content in a range of formats and media, including mobile. Learning options can include videos, podcasts, virtual/augmented reality, online and in-person courses. Organizations may also seek out external learning partners ranging from community colleges to online course providers such as Coursera or Udacity. Establish manager involvement and organizational support; establishing continuous learning as a priority for the leadership and the company is essential for making it a reality. Seventy-five percent of employees report that they would take a course suggested by their manager. CPOs need to empower managers to monitor employee progress against goals and ensure that learning activities are bridging skills gaps.Ensure continuous learning is at the heart of the new deal. Skills are the new currency of the labor market. CPOs must put continuous learning and reskilling at the heart of their organization’s employment deal to attract and retain the critical talent needed to succeed in the new world of work.Going forward, an organization’s competitive advantage will come from ensuring the continued competitiveness of its workforce. At the same time, security for the individual will come from preparing for opportunity, wherever it might be, and remaining relevant in a world of shifting skills premiums. It is the role of the CPO to bring the organization and talent together in a mutual commitment to continuous learning and reskilling, enabling talent to thrive and the organization to prosper.About the study: HR People + Strategy (HRPS), the Society for Human Resource Management’s Executive Network and Willis Towers Watson undertook a global research initiative to explore the rapidly changing role of the HR executive in March through August 2019. This research consisted of in-depth interviews with CPOs, CEOs, corporate board members, other C-suite executives and academics, a series of CPO focus groups and a survey of senior business leaders from organizations across a range of sizes, industries and countries. The Future Chief People Officer: Imagine. Invent. Ignite, a comprehensive report based on this work, will be published in December 2019. Readers can also look forward to complementary pieces exploring the key themes and findings, including blog posts, presentations, articles and podcasts.The Authors:Simon King is a senior HR executive with more than 25 years of experience in the Bio-pharmaceutical industry. King started his career in Research and Development at AstraZeneca holding increasingly senior positions culminating in being the Head of HR for Research and Development. In August 2019, he moved to Daiichi-Sankyo, Inc. where he serves as Chief People Officer. Simon has been a volunteer for HR People + Strategy since 2007, lectures at Cornell, and is an active member of the Cornell Center for Advanced Human Resource Studies. This content represents his personal opinions and not those of his employer.Ravin Jesuthasan is an author and Managing Director at Willis Towers Watson. Jesuthasan is a recognized global thought leader and author on the future of work and human capital. He has led numerous research efforts on the global workforce, the emerging digital economy, the rise of artificial intelligence and the transformation of work. Jesuthasan has led numerous research projects for the World Economic Forum including its ground-breaking study; Shaping the Future Implications of Digital Media for Society and the recently launched Creating a Shared Vision for Talent in the 4th Industrial Revolution.  2019 Workplace Learning Report (LinkedIn Learning, 2019)
Top Reasons to Go With Managed WordPress Hosting Why Tech Companies Need Simpler Terms of Servic… A Web Developer’s New Best Friend is the AI Wai… Related Posts Tags:#web#Web 2.0 AndrewNachison from The Media Centre raises some interesting issues regarding RSS contentaggregation. He boils it down to these 3 questions:1. Machines vs. humans? [in regards to aggregation]I agree with Andrew’s conclusion: “This isn’t an “either/or” theory but a“both/and” reality.” P.S. also check out The Media Center Matrix. Rich Skrenta from Topix.net has asimilar view: “For comprehensiveness, algorithmic techniques will have to come into play.People-powered systems just don’t scale to the long tail.”I too think there’s a middle ground to machine and human/social aggregation. CurrentlyI think we’re probably nearing the peak of human/social feed aggregation, in percentageterms. What I mean by that is that the average blogger/reader probably subscribes to80-90% human feeds and 10-20% machine feeds – and most of the latter would be egofeedsfrom the likes of PubSub, Technorati, Feedster (sometimes egofeeds of otherpeople :-). So topic and tag RSS feeds are at a very early stage of adoption –companies like PubSub, Findory and Topix areleading the way.From now on in, machine aggregation can really only increase its percentage of attention – while human feeds willdecrease. But don’t worry, because it’s not a zero sum game. Aggregation as a market willcontinue to increase at a great rate. Even though the ratio of human-to-machine feedswill even up in thecoming years, the whole pie will grow significantly.2. Who profits from the exploding digital datastream?Andrewsays that “traditional media companies” have in the past “derived enormous profit”from controlling information. But fragmenting audience is quickly moving that control tocontent aggregators – he specifically cites Google and Yahoo.The search and aggregation companies are set to profit. And provided a click-throughis still required to access full content, niche publishers should also profit too.One thing to watch is the brewing controversy(or browsting controversy in that case!) over full-content aggregation, which somecompanies are already attempting to profit from. I wonder also about excerpted content aggregation,or remixes of content – because the boundaries will surely be pushed in those areastoo.3. Who controls the datastream itself?Andrew doesn’t write much about number 3, so I’ll take a punt at it. The control ofcontent is in one sense moving very definitely towards the consumer, or reader (neitherterm seems to fit in this age of the read/write web!). This is something I’ve been exploringover the past months and whichcontinues to fascinate me. RSS Aggregators and topic/tag feeds are two technologies thatin a very real sense give power back to the user. I choose (by subscribing) whatcontent flows into my Aggregator. I choose which of a million niche topics totrack by RSS.However as Andrew points out in his post, Google and Yahoo – and apps like Bloglines –are the main tools now for accessing the datastream. Their influence over the datastreamis increasingly important – you can see evidence of this in Google’s highly profitable advertising business. richard macmanus 8 Best WordPress Hosting Solutions on the Market
Andrew Reichman, analyst at Forrester Research has put together cost savings ideas for IT managers facing tough budget constraints.His focus is on Storage. Storage can on average eat up 11 percent of an enterprise’s IT budget.In Reichman’s report called “Five Key Storage Strategies for a Down Economy“, he recommends the following:Negotiate. The storage market is competitive. Seek bids from multiple vendors.Waste Not. Study and find applications locking up more storage space than they need. Consider storage virtualization.Audit the number of backups and replications. Reichman reports that it’s not that uncommon to have 10 copies of the same data. Is it necessary?Study the technology. Storage changes quickly. Low cost options that offer good performance include iSCSI, NFS protocol, and direct-attached storage.Try to minimize the number of tiers of storage. Having too many can be expensive and hard to manage. Again cheap, dense, good-performing disks can minimize the need for tiering and buying expensive hardware.
The time has come and I hope your ready for a great IDF! If you’ve been keeping track of our chatter on Twitter or read our “We Would Like To Meet You” post, you’ve seen we’re quite excited about this year’s Capture Your Experience contest.So, what’s Capture Your Experience? It’s an opportunity for you to share with us your Data Center experience at IDF. Show us your experience attending sessions, watching demos, chatting with your colleagues and catching a glimpse of Intel’s data center experts. Need ideas of what you could do? Check out this video from this year’s CES, where an attendee filmed their experience with Intel’s Infoscape. That could be you, showing us your experience at the Data Center Zone, or walking the halls at IDF talking about the latest and greatest in data center technology. Obviously we’re not relying on you having a video camera at IDF, so we’ve partnered with Cisco to provide you with a Flip Mino HD just don’t delay to sign up, we’ve only got 200 cameras. And to make things even tastier, we’ll be awarding two lucky winners the Ultimate Home System. The Ultimate Home system consists of a Boxee Box, 55″ HDTV, Atom™ based home server, and more!So, what’s the criteria? How are you going to be judged? Well, there’s two chances for you to win: Judge Award or Audience Award. For the Judge Award, the judges will evaluate entries based on overall content creativity, content relevance to Data Center theme, quality of production, portrayal of accurate information and adherence to the 3 min time limit. The Judge Award will be announced at IDF and winning video shown before the 3rd day’s Keynote.For the Audience Award, we will rely on Intel’s YouTube channel and have the YouTube audience judge the submissions. That’s right, we’ll turn this over to all of you to judge the videos, so make sure to spread the word amongst your friends and colleagues. We’ll stop counting the “likes” and “dislikes” on September 24, 2010.That’s it! I hope all of you will join us, stop by the booth to say hello and give your video filming skills a try!Schedule of EventsContest Registration & Camera Pick UpMonday, 11am – 5pm: Capture Your Experience Welcome Desk, 3rd floorTuesday, 8:30am – 7pm: Capture Your Experience Welcome Desk, 3rd floorSubmissions DueBy Tuesday, 7pm: Data Center Zone, 1st floor or Welcome Desk, 3rd floorEditing StationsMonday, 11am – 5pm: Welcome Desk, 3rd floorMonday, 5pm – 7pm: Data Center Zone, 1st floorTuesday, 8:30am – 7pm: Welcome Desk, 3rd floorTuesday, 11am – 1pm: Data Center Zone, 1st floorTuesday, 4pm – 7pm: Data Center Zone, 1st floor
Watch Serie A live in the UK on Premier Sports for just £11.99 per month including live LaLiga, Eredivisie, Scottish Cup Football and more. Visit: https://subscribe.premiersports.tv/ Pep Guardiola had nothing but praise for Atalanta after Manchester City’s 5-1 victory. “They have a very special way of playing football and took us to the limit.” Ruslan Malinovskyi had converted an early penalty at the Etihad, but a Sergio Aguero brace and Raheem Sterling hat-trick turned it around. “We knew that Atalanta would take us to the limit, that there would be chances at both ends constantly,” Guardiola told Sky Sport Italia in fluent Italian. “They know what to do with the ball, play very well and take you into difficult situations. It’s no coincidence they qualified for the Champions League, they have a very special way of playing football. “When we can run, we have our chances, when they can run, then they have theirs. We have one more game to qualify and hope it goes well. “This is a long process. We saw Atalanta were 3-0 up against Lazio and drew 3-3, they beat Roma 2-0 a few weeks ago. This is why I give my players a lot of credit for this victory, because it was extremely tough.”
After over seven years as the Chair of Touch Football Australia (TFA), Mike Rush recently indicated to his fellow Board Members that he has decided to step down as Chair due to family and work commitments. The Board has elected Anita Hagarty as the Chair with a view to working through its next strategic cycle.Ms Hagarty has the full support of the TFA Board and will be looking to engage with all stakeholders in the near future.Mr Rush has overseen a period of renewal and indeed success for the sport and will look to focus on providing ongoing strategic advice to the Board as a continuing Director in the casual vacancy created through Anita moving into the Chair role. Mr Rush said that he looks forward to working with the Board to support Ms Hagarty in her new role. “The sport continues to operate in a challenging environment. I remain very proud of the team at TFA and what it achieves and would like to thank the members and stakeholders for their support of the organisation in recent years and their support for the Board and me as Chair. I look forward to working with the rest of the Board to support Anita in her new role,” Mr Rush said. Anita Hagarty becomes the first female Chair of the organisation and said that she is humbled and proud to take on the role. “I am looking forward to building on the fantastic work of the Board as well as building strong relationships with all of our partners, members and fellow Board members in order to progress the sport forward,” she said. TFA Chief Executive Officer, Colm Maguire thanked Mike for his contribution as Chair and welcomed Anita in her new role. “The Board and the sport are extremely grateful of the contribution of Mike Rush as Chair and are grateful to have his continuing support as a Director on the Board,” Maguire said.“We all look forward to working with and supporting Anita in the role of Chair. Anita is not only a dedicated member of the Board but is truly invested in seeing the sport achieve great things through collaboration and unity. We look forward to building upon and consolidating the strong relationships we enjoy with our members to ensure the future success of the sport.” Related Filestfa_board_announcement_02-07-2015_01-pdfRelated LinksTFA Board Announcement
Ukraine coach Andriy Shevchenko: Do I regret Chelsea move?by Paul Vegasa month agoSend to a friendShare the loveUkraine coach Andriy Shevchenko has no regrets over his time with Chelsea.For many, Shevchenko flopped as a Blue.But he told Vesti.ua: “Was the transfer to Chelsea a mistake? In no case. I’m not even going to discuss this topic. “I do not tidy up the past. You see, this is a normal life process. “Everything goes as it should have happened, so it happened.” TagsTransfersAbout the authorPaul VegasShare the loveHave your say
Wolves scout Lyngby youngster Frederik Wintherby Paul Vegas3 days agoSend to a friendShare the loveLyngby youngster Frederik Winther is being watched by Wolves.Ekstra Bladet says Wolves had a scout posted to watch the 18 year-old in action against Brondby.The talented defender has impressed with Lyngby this season.A January move for Winther is being considered by Wolves, though they’ll face competition.RB Leipzig and Salzburg are also watching the teen. TagsTransfersAbout the authorPaul VegasShare the loveHave your say