The PRWIRE Press Releases https:// 2019-05-21T22:59:59Z Fly into Success with Flyer Distribution 2019-05-21T22:59:59Z fly-into-success-with-flyer-distribution Put your brand promotion directly into customer’s hands! The flyer distribution method of promotional marketing is one of the simplest, cheapest and most effective ways of reaching your target audience. Add this method to the list for your next business campaign as an additional means of communicating your brand message, and a new physical touch point between your brand and potential future customers. When factoring flyer distribution into your promotional campaign, it’s essential to make smart choices in the When, Where and Who areas. It is still important in a campaign like this to identify your target audience, as that will lead you to the Where and When stages. Identify your target market, and use information found through geographic and behavioural segmentation to detect whereabouts your target market will likely be, and when. For example, if your target market includes young businessmen living in Sydney, you may consider distributing flyers at peak hour, inside a busy train station in Sydney’s CBD. Flyer distributors can hand flyers to workers to read as they walk from the station to work, or they may keep it in their bag to read when on the train in the afternoon and keep stuck on their fridge at home. Using a physical advertisement like this that can be held onto, and not forgotten quite as quickly, is a huge bonus. A few flyer tips: -- Use one side of the flyer to draw attention. Use bold colours and styles that reflect your brand and capture the eye enough tencourage the user to keep the flyer in hand, and not in the garbage bin. Once they’re holding it and considering action, the objective is half-reached.   -- Use the other side of the flyer to share information. Keep it relevant and concise, yet informative enough to give the full picture  -- Include incentives. For example, a flyer may include a coupon for 50% off the first purchase. This encourages the user to keep the flyer with them in the chance they could make use of the good value. If the coupon code is exclusive to this set of flyers, it can be used to measure effectiveness of the campaign, in detecting the number of times the code has been translated into a sale. -- The flyer might only be the start of it! In more relaxed, less-busy circumstances, the flyer handover might spark a conversation, which could lead into the sharing of contact information such as an email and/or phone number to receive extra benefits or coupons, and more customer information for your database. -- The distributor should be friendly and approachable, as well as confident in approaching by-passers.  For flyer distribution staffing quotes and information call AMS Promotions on 1300 368 969 or email info@amspromotions.com.au ALPMA 2019 Australian Legal Industry Salary & HR Issues Results 2019-05-17T04:20:55Z alpma-2019-australian-legal-industry-salary-amp-hr-issues-results The 2019 ALPMA Australian Legal Industry Salary & HR Issues Survey reveals that, in addition to employment projections remaining positive (53% of law firms expecting to grow employment at their firms in 2019, compared with 42% in 2018), salaries have increased for most roles across the legal industry within Australia. In 2019,76% of employees are also likely to receive a CPI or above increase, with a further 79% of firms offering bonuses this year. 312 law firms across Australia provided information on salaries paid for 70+ legal positions (from Managing Partners, Lawyers and Graduates through to executive management, legal operations and administration roles), expected pay increases, employment structures and the key HR issues keeping law firm leaders awake at night. In addition to providing salary tables based on firm size, location and practice area new this year is an additional breakdown of salary data by location – capital city/regional – addressing the question of how much more do CBD lawyers receive and does it off set the lack of work-life balance that may be afforded to the more regional lawyers. “In relation to salaries, it is particularly good news for those working in West Australia law firms with 25-74 staff seeing the highest salaries,” said Emma Elliott, General Manager, ALPMA. “This might be an attraction and retention strategy that WA firms are having to use given their location”. With staff turnover rates remaining relatively consistent to prior years at 21% for lawyers and 26% for admin/support roles, Retention/Talent Management Strategies is not surprisingly identified as the top key challenge for legal firms, followed by providing regular feedback and mentoring & coaching, which are new entries on the HR challenges list in 2019. Other emerging issues in 2019 are managing mental health and managing innovation and change management. “Given the shortage of top talent in the legal industry, focusing efforts on retaining current staff always makes commercial sense,” said Ms Elliott, “I’d also urge law firms to have quite a robust training (or retraining) program in place to equip their lawyers with the skillset they need in the future.” Despite the industry being dominated by females, with 65% of all positions held by women, gender inequality remains an issue, with 40% of respondents believing there is a gender pay gap in the industry and continued under-representation by women amongst law firm partner ranks. While 58% of lawyers are female and women dominate all legal operational positions, they represent only 19% of equity partners and 38% of salaried partners at Australian law firms covered by the survey. “The perception of a gender pay gap is clear,” said Ms Elliott, “but while 40% of respondents believe there is a gender pay gap, 85% of respondents said there wasn’t one at their firm. 21% of respondents conducted a pay gap analysis in 2018 with mixed results, so there is clearly much work still to be done to understand this issue within legal firms.” Of the 21% of respondents who conducted a pay gap analysis, 76% found there was no gender pay gap, while 24% found there was, with gaps ranging from 1% to 20+%. Law firms with 75-149 staff were most likely to find gaps of between 1-5% (22%) or gaps greater than 20% (22%). Firms with 150+ employees were most likely to find gaps between 6-10% (25%) with 50% of results finding no gaps. “It seems that the smaller firms of 1-24 employees found the least gender pay gaps, with 94% finding no gaps at all,” said Ms Elliott. Only 18% of law firms have formal diversity and inclusion programs in place with work-life flexibility, gender equality and gender equality the most likely provisions to be included. Larger firms are more likely to have a formal diversity program and generally consider this to be a priority. Smaller Australian law firms generally lack the required staff to implement a formal diversity policy, do not have employees experienced in this field or do not consider this to be a major priority. “However, direct feedback from many law firms indicated that employment of new staff was based on merit, and that their firm was culturally and ethically-diverse through informal policies,” said Ms Elliott. Almost one-third (32%) of legal firms in Australia provide paid parental leave entitlements over and above government schemes to the primary care giver. The most common time period provided is 11 to 14 weeks, with almost half (48%) providing paid parental leave in excess of 11 weeks. Two out of 10 respondent law firms (21%) also provide additional parental leave to non-primary care givers, with most (89%) providing one or two weeks. “Given the proportion of females within the legal industry I’m surprised by the lack of paid parental leave policies in place at Australian law firms, that go over and above government entitlements. This is a clear attraction and recruitment strategy that is being overlooked by 68% of firms. This could easily set firms apart and give them a competitive edge in the war on talent” said Ms Elliott. Most firms offer flexible working arrangements with between 73-100% offering flexible working hours. Overall the report showed that permanent part-time positions largely remain stable again this year at around 20% of the opportunities on offer. Not surprisingly law firms with over 150 employees are leading the way and have the most alternate employment arrangements with only 65% of their staff employed on permanent fulltime arrangements. 19% are permanent part-time with a further 8% on contracted/temporary full-time arrangements. “In today’s legal landscape this flexibility of hours worked is almost a necessity however it doesn’t seem to have translated overall into more flexible working arrangements on an employment front,” said Ms Elliott. There was little movement in fee earner ratios in 2018, with Australian law firms employing 1.45 fee earners for every non-fee earner which was down slightly from 1.52 in 2017. Secretarial support is also servicing a decreasing number of fee earners with support ratios reported at 2.73. “Staffing ratios are not surprising this year and could be a reflection of a market shortage of experienced lawyers,” said Ms Elliott. For more information about the ALPMA Australian Legal Industry Salary & HR Issues survey and to purchase the report, visit https://www.alpma.com.au/Research/salary-survey/index.html   *** ENDS ***   About the ALPMA Australian Legal Industry Salary & HR Issues Survey Every year, the Australasian Legal Practice Management Association (ALPMA) is proud to produce a key remuneration tool for the Australian Legal Industry. ALPMA’s Australian Legal Industry Salary & HR Issues Survey provides an annual overview of salaries paid by law firms across the country. It is the largest and most comprehensive independent survey of salaries and other HR issues across Australian law firms. The survey is a key tool to assist ALPMA members and law firm business leaders to benchmark their remuneration strategies against similar firms, and to gain insights into the remuneration, HR and employment trends across the industry. In addition to salary data, the survey includes information about staff employment profiles, employment benefits, bonuses paid, employment and salary projections for the next 12 months, and HR issues facing law firms in 2019. Thanks to our research partners, Carlyle Kingswood Global, In2View Recruitment, KBE Legal Hub and u&u Recruitment for their contribution to make this study possible.   About ALPMA: The Australasian Legal Practice Management Association, (ALPMA) is the peak body representing managers and lawyers with a legal practice management role. ALPMA provides an authoritative voice on issues relevant to legal practice management. Members of ALPMA provide professional management services to legal practices in areas of financial management, strategic management, technology, human resources, facilities and operational management, marketing and information services and technology. For more information visit http://www.alpma.com.au Sydney Criminal Lawyers Criminal Law Scholarship established to encourage and support law students pursuing a career in criminal defence. 2019-05-16T14:24:23Z sydney-criminal-lawyers-criminal-law-scholarship-established-to-encourage-and-support-law-students-pursuing-a-career-in-criminal-defence The Scholarship, is open now, and is valued at $5,000. The successful applicant may also be offered Practical Legal Training placement with Sydney Criminal Lawyers.Investing in the future."We want to do more than just encourage those students with an interest in pursuing careers in criminal law, we want support them to actively get their career off the ground and a scholarship is an ideal way to do that," says Principal of Sydney Criminal Lawyers, Mr Ugur Nedim."As a firm, Sydney Criminal Lawyers has a strong interest in nurturing young talent. We know that our team benefits greatly from the freshness and enthusiasm of graduates who accept jobs with us, or partake in work experience. But more than that, over the long term, enabling young lawyers to pursue a career in criminal law simply ensures that the profession overall continues to thrive.""We see the scholarship as a way of not just giving back to the profession that has given us all very rewarding careers, but also as a way of investing in its future in a meaningful way - attracting the best, most talented people and facilitating their career pathway, along with seeking to continually improve and evolve what we do and how we do it, for the benefit of our clients and the wider community."About the scholarship.The Sydney Criminal Lawyers Scholarship will be awarded on the basis of academic merit - especially in criminal law-related subjects and applicants will also be judged on the quality of their overall application, including resume, covering letter and interview with the firm's principal."Criminal law is a demanding, but gratifying career," says Mr Nedim. "It tends to suit people who have strong advocacy, listening and communication skills, as well as a keen interest in the way the law impacts our lives," says Mr Nedim.How to Apply.Applicants must have Australian citizenship or Australian permanent residency and enrolled in their penultimate or final year in an LL.B, Juris Doctor or Legal Practitioners Admission Board course, or undertaking a Graduate Diploma in Legal Practice, in New South Wales or the ACT.To apply, email a covering letter, resume and academic record to Mr Ugur Nedim at un@sydneycriminallawyers.com.au. Include all contact information. Applications close at 11.59pm, 30 November 2019.Contact Sydney Criminal Lawyers: Ugur Nedim, Principal Lawyer, Sydney Criminal Lawyers, Museum Towers, Suite 503, 267 Castlereagh St., Sydney, NSW, 2000, Australia. Phone: +61 (0)2 9261 8884 Fax: +61 (0)2 9264 0880 E-mail: un@sydneycriminallawyers.com.au Source: www.sydneycriminallawyers.com.au/media-centre/media-releases/scholarship-to-encourage-students-to-take-up-criminal-law/ Bite Me! The modern guide to working with people you just don’t get! 2019-05-13T01:04:24Z bite-me-the-modern-guide-to-working-with-people-you-just-don-t-get Whether it’s conflict with co-workers or dealing with difficult customers or even suppliers, working with people you just don't get can be extremely stressful and performance-sapping.   Written by renowned behaviour and communications trainer, Lynne Schinella, new book Bite Me! and Other Do’s and Don’ts of Dealing with our Differences is a refreshing, practical and fun guide that helps readers navigate the challenges of working with various personalities and behaviours.    “Drawing on the classic four personality types, the book forces readers to take a reluctant look at themselves and learn why they connect with some people and not others and what they can do about it. It is packed full of practical ideas, advice, tips and strategies – that readers can apply straight away.” Says Lynne.   While there are many personality/behaviour books that offer a wealth of in-depth research and detailed behaviour traits, Lynne's relaxed style of storytelling, based on real-life scenarios is what sets this book apart from the rest.  Bite Me!addresses the needs of the reader in 2019: fast, simple, easy to digest and full of practical and actionable outcomes.    Another unique feature of Bite Me! is Lynne’s Fruit Personality Profiling System, which is central to the book and which she created as a contemporary alternative to existing personality profiling systems.  It draws on the work of many leaders in the field but is designed for today’s fast-paced workplace.   “I use Fruit to reflect behaviour preferences…. Apples are hardcore and don’t break easily. Mangoes are luscious, messy and larger than life. Limes are concentrated and intense, but not in your face. Bananas are sweet and pliable with many uses!  People really engage with our Fruit profiling because it’s fun and blameless, and makes the complex simple and memorable.” Says Lynne.   Readers can complete Lynne’s personality profile in less than 15 minutes and discover if their preference is for Apple, Mango, Lime or Banana behaviours, and what that means for them and people around them.   Bite Me!is designed to be used as a reference book and can be read from beginning to end or just picked up when you need it. Although it is written for anyone in the workplace – employees, contractors, managers, business executives and owners, because of its broad nature the book has a natural spillover into personal life too.   The book has already been highly praised:   Refreshingly honest. Highly effective. Practical and fun. Tourism Australia has been using Lynne for over 5 years now to motivate and inspire confidence in our teams as well as our industry. For any executive or business trying to build a high performing culture, Lynne’s book is a must read!  JOHN O’SULLIVAN, MANAGING DIRECTOR, TOURISM AUSTRALIA   In Bite Me!Lynne has formulated a practical and personal approach for helping us all navigate the difficult world of people's various personalities and behaviours. A must-read for anyone who deals with others, getting straight to the point in a wonderfully fun way. TODD HALLIDAY, PRINCIPAL, NORTHROP CONSULTING ENGINEERS   As a business professional who works with lots of teams, I need to quickly understand people’s preferences and how they behave under pressure. Bite Me!and Lynne’s style is refreshing, fun and easy to read. I loved the lightbulb moments, particularly when recognising my own fruity preferences.  KAREN CLARKE, CHIEF EXECUTIVE, TREGASKIS BROWN   About the author   Lynne is a highly regarded behaviour and communications expert who works with individuals and organisations to help them connect with influence and respect. Lynne’s audiences get real value from her practical down to earth approach, her honest, engaging and entertaining delivery and her talent for making the complex simple and relevant. Lynne is the creator of the RIPE Personality Profiling System and lives and breathes Fruit, from mentoring to training teams to deliver her message of respect, connect and thrive.    Lynne is also the creator of the video training programme: Working With People You Just Don’t Get! This programme helps small teams to better understand each other, as well as customers and suppliers and how to leverage their differences to work more effectively, with less stress and greater productivity.  For more information visitwww.lynneschinella.com.au/videotraining-teams     What Fruit are you? Find out by undertaking this short quiz: https://www.lynneschinella.com.au/all-about-fruit      For a copy of the book (for review), or to request an interview, please contact Sarika Shah, Publicity and Marketing, SShah PR & Communications  email sshahcommunications@gmail.com or call 0414 291 440 Major Training Group Celebrates 20 Years with New Logo 2019-05-09T04:26:09Z major-training-group-celebrates-20-years-with-new-logo Founded by Alex Tenkate in 1998, Major Training continues to be proudly family owned and operated. Alex’s son Matthew Tenkate has worked alongside Alex for 15 years, taking the reins as General Manager in 2013. The Queensland-based company has revealed an updated logo design intended to reflect a new era. The logo has kept the classic Major Training Group colour-palette of blue and red, but has opted for a more modern, round-case font than the past logo’s block font. It has also moved away from the focus on trucks and machinery to make way for a new brand identity that communicates quality, innovation, and flexibility. Matthew hopes the modernised logo reflects the progression of Major Training and its innovation of service offerings, as well as the company’s core values. “A lot of people know us for trucks and machinery,” he states. “But for a very long time, we have done so much more.” The business has evolved from a plant hire/transport business into one of Queensland’s largest RTOs, and a diverse and broad-scope educational business delivering nationally recognised qualifications. Major Training Group has adapted to changes in industry legislations and market demands to maintain its place as an industry leader. “We strategise regularly with our professional advisors to ensure we are continuously improving and seeking better ways to do things,” says Matthew. Major Training Group’s future direction focuses on further expanding service offerings and innovative delivery methods. Matthew states he’d like to see the organisation having a national active footprint, with training hubs accessible to everyone, while finding a balance of digital and hands-on offerings. Major Training aims to expand its marketing share across Queensland and interstate while staying true to its values: “Be proud of what we do. Be remembered by leaving an impact. Be moral by doing the right thing, always.” The company owners would like to take this opportunity to thank past and present students, employers, and staff for their support. Synology Host Solutions Exhibition alongside Computex, 2019 2019-05-08T22:30:00Z synology-host-solutions-exhibition-alongside-computex-2019 Data lies at the core of every industry transformation. Synology provides a wide array of solutions to ensure business continuity. Join us to explore the data life cycle and discover infinite possibilities of file access, storage, and backup. Synology will be hosting its own Solution Exhibition alongside Computex 2019 and you're invited! Join Synology at their new HQ in Taiwan! Date: 29th May 2019 - 31st May 2019 Time: 10am - 6pm Venue: Synology HQ - TPKA in Taipei Far Eastern Telecom Park (1F, No.1, Yuandong Rd., Banqiao Dist., New Taipei City 220) 8-minute walk from the Far Eastern Hospital MRT station (Exit 3) For more information: https://event.synology.com/en-global/solutionexhibition_2019 If of interest and for RSVP, please contact: Shazana Roseli at shazana.roseli@taurusmarketing.com.au, John Wanna at john.wanna@taurusmarketing.com.au or Stacey Toskas at stacey.toskas@taurusmarketing.com.au +61 029415 4528 Continuing the Conversation 2019-05-05T22:55:01Z continuing-the-conversation In the changing world of work, forecasting “future skills” is vital to ensure people are trained appropriately now, and for the future. Australian Industry Standards (AIS) on behalf of the Industry Reference Committees (IRCs) it supports produce annual Skills Forecasts to report on industry outlook, new and emerging skills and associated training needs for each sector they represent.   Facilitated by SBS journalist Ricardo Goncalves, AIS will host an event in Melbourne this week with representatives from all 11 IRCs it supports. The event will co-launch the 2019 draft IRC Skills Forecasts and a special eBook titled - Future Skilling Our Workforce – a national conversation. The launch will be followed by a round of discussions about skills and workforce policy impacting the 11 industries.   The eBook is the culmination of a round of national Industry Skills Forums and Industry Leaders’ Dinners held by AIS in late 2018. It outlines a series of key messages that arose from these consultations with industry and highlights the importance of a continuing conversation at the leadership level about cross-industry workforce development issues.   Other messages addressed in the eBook include: the demand for more effective pathways between the Vocational Education and Training (VET) and University sectors; the role that digital transformation might play in flexible working arrangements for women juggling family responsibilities; and that there is no ‘one size fits all’ approach when it comes to the delivery of education and training in a country that is so geographically and culturally diverse.   This event in Melbourne provides a rare opportunity for representatives of all 11 IRCs to be present in one room to harness their collective experience and insights. The industries covered by these IRCs include: aviation, transport and logistics, maritime, energy, water and utilities, public safety, police, fire, Defence and corrections. With such a diverse portion of Australia’s workforce represented, the conversation will provide a platform for this group of leaders to talk about the role of industry moving forward in a world of change – whether it be policy change, digital change impacting job roles or other demographic change in the workforce.   The eBook can be accessed at www.futureskilling.org.au/ebook.   The 2019 IRC Skills Forecasts were submitted to the Australian Industry and Skills Committee (AISC) on Tuesday, 30 April 2019. To view the 2019 draft IRC Skills Forecasts visit the AIS website.   Learn AgilePM Methodology with Project Laneways 2019-05-03T00:42:35Z learn-agilepm-methodology-with-project-laneways Project Laneways is taking bookings for their next Agile certification courses that will be held on May 6th and 9th in Melbourne.  The courses will help professionals learn how to apply the Agile project management methodology to projects and gain internationally recognised qualifications.  Project Laneways is conducting the Foundation AgilePM training course and the AgilePMv2 Practitioner Course. Both these courses include high quality materials and experienced instructors. The AgilePM™ exam courses (Agile Foundation and Agile Practitioner) address the needs of those who want to be Agile. Both courses provide foundational knowledge of Agile and Agile project management, including the basics of planning, organisation and implementation of various projects and the Agile methodology. The exam covers both project management and the foundations of Agile. Agile practitioners influence organisational change towards new ways of working. They are able to manage end to end Agile transformations. Project Laneways courses provide thought leadership and training on implementing enterprise lean Agile practices. Agile consultants introduce and teach Agile methodologies across enterprise organisations. Agile project managers can work across business, technology and transformation.  Australia has seen tremendous growth with Agile Project Management - it has been rapidly taken up across many industries as the preferred approach to managing initiatives. ANZ Banking Group has recently revealed the full impact of its large-scale Agile transformation, including how it created a new class of leaders and now handles the same workload with up to 30 percent less staff. ANZ’s transformation is a particularly influential case study in the adoption of ‘enterprise Agile’, which is essentially an expansion of Agile methodologies used by technology teams to other parts of an organisation. ANZ’s transformation is best known for two key pieces of work - new ways of leading (NWOL) and new ways of working (NWOW). To date, the bank has couched NWOL mostly as a piece of work that led to the identification of “five behaviours” it now expects its leaders to exhibit, such as curiosity and empathy for others. Meanwhile, the bank used its FY18 results at the end of October last year to declare it now has over 9000 people in Australian and Technology divisions working in Agile teams - otherwise known as NWOW. There are approximately 20 to 30 percent less people doing the same amount of work, and that comes at a saving. Project Laneways understands Australian business needs. Their trainers are experienced in both teaching and the practical application of what they teach. Their courses cover the philosophy and principles of Agile Project Management, and essentials of Scrum. To know more details about Agile Project Management training in Melbourne, visit our website. For more information: https://www.project-laneways.com.au/ Reference: https://www.itnews.com.au/news/anz-reveals-the-good-and-bad-of-its-Agile-transformation-523277 Making Your Film Realistic with Movie and TV Extras 2019-05-02T05:54:17Z making-your-film-realistic-with-movie-and-tv-extras As a film viewer, it’s not often we consider the impact of all the movie and television extras in the background of every scene.   Using extras in film production gives the movie or television show texture, context and brings each scene closer to a sense of reality that the viewer can subconsciously relate to.   Consider your favourite movie, and think of a scene where the main character walks through a busy street, or visit a sports game. Now, imagine those scenes, but the only person in the scene is the main character. It would feel very insincere, out of place, and would probably leave you confused. Why are the London streets empty at peak hour? Does that mean the characters don’t need to rush to get a taxi? Are these characters overseeing a private basketball practice game and they’re the only ones with tickets? If it’s a proper game, it must be very awkwardly quiet without an audience there...   Without extras, viewers would be left wondering why the film seems incomplete, questioning the context, and remaining unfocused and disengaged from the focal story line. This would go against the filmmaker desire to entertain, engage, and evoke emotion to connect with audiences. Movies without extras would not be the same, even though they are naturally (and usually intentionally made to be) overlooked.   AMS Promotions understands the importance of movie and television extras in film production, so a wide range of personable, friendly and talented staff have been found and are ready and waiting for new opportunities to shine.   For quotes and information call 1300 368 969 or email info@amspromotions.com.au  ‘School pressure, family life, digital identity, increased expectations’: the reason Girl Guides exists today 2019-04-30T22:43:54Z school-pressure-family-life-digital-identity-increased-expectations-the-reason-girl-guides-exists-today Girl Guides NSW & ACT will focus on the role Guiding plays in supporting young girls navigate school pressures, family life, digital identity and raised expectations with the launch of a new campaign called A Place To Grow to coincide with May - Girl Guides Month. This vital piece of communication to young girls, their families and thousands of active and potential volunteers, will highlight the diverse experiences on offer and its relevance for the young girls of today. Sarah Neill, State Commissioner said that Girl Guides provides a place for young people to feel secure. “We come together over a variety of activities, build confidence and resilience which makes our young people better able to cope with their lives. “We encourage our girls to build life skills, and have the freedom to be adventurous, learn strong communication skills, laugh, and make life-long friendships,” said Commissioner Neill. Ella Ezergailis, aged 12, was inspired to join Girl Guides after hearing her mother’s stories of Guiding and wanted her share of adventure and fun. In 2018, Ella became the youngest Girl Guide to take part in ‘Girl Takeover Parliament’ event, in which she watched Question Time in the Chamber of the House of Representatives. Disgusted by the behaviour, Ella wrote a letter to Prime Minister Scott Morrison telling him so. “I decided to write to the Prime Minister and ask him to change the culture in Parliament House. I told him he should visit my school to learn how to behave respectfully. “My letter was shared around the world on social media and was reported by news outlets. “Girl Guides has given me the confidence to do such a thing, however the result made me feel that a 12-year-old girl’s voice was important, and girls do have the power to change the world,” said Ella. Now in its 99th year, Girl Guides in NSW & ACT has 7,400 members across 540 Units. Comissioner Neill said recent research revealed that 90% of girls joined the organisation before the age of 11 and stayed because it provided the perfect antidote to the complex and pressured lives of young people. “Our research showed that young girls join for the things they need most at this stage of their lives: fun, meeting friends outside of school and developing new skills. “Parents said they wanted their daughters to join to help them build their confidence, meet new friends and have a community orientation to their life. “Our programs offer a connection to experiences and community that schools and busy families can’t. “We have large scale events and the traditional jamboree, but mostly girls choose their own activities to complete, from creative pursuits to sailing, coding to cooking, orientation to fundraising,” said Commissioner Neill. A Place To Grow will use the 540 Units of Girl Guides NSW & ACT, to promote the stories of resilience, confidence building and friendship it encourages, through social media, local press, local events such as school fetes and Girl Guides own Come and Try nights. Helen White, CEO said, the grass-roots approach is what Girl Guides excel at. “Over 1,000,000 Australians are or have been a Girl Guide. We work at the local level, in communities and across regions supporting and empowering the women of tomorrow. “There is a resurgence of interest in Girl Guides, as young people and their families look at ways to combat the pressures of busy and digital lives. We’re all about supporting someone to find their own path, to build resilience, and life skills to take them wherever they wish,” said Ms White. However, is Girl Guides still relevant for the girls of today? Ella says that it is. “Girl Guides is even more relevant to young people growing up with a digital life. “Girl Guides teaches you how to interact socially, be a responsible citizen, how to deal with emergency situations and gives you the courage to accept challenges. “I even went on camp for a week without my phone, and I survived.” More information: www.aplacetogrow.org.au New Media App Launches To Kill Off The Press Release 2019-04-30T04:15:39Z new-media-app-launches-to-kill-off-the-press-release A new technology platform has launches tomorrow made just for you. This tech platform called Story Match® will change the way that you receive your story pitches. No more emails, no more press releases and no more hassling PRs (I promise not to be one of those…) First, watch this! In 1.5 minutes it will explain it all to you… Story Match® is a two sided market place App and Desktop platform that allows brands to pitch story ideas to journalists, at the same time allowing journalists to select only what topics of stories they want to receive. Journalists, like you, set up their profile using 6 simple steps. You can select from up to 50 industry tags (food, finance, lifestyle, tech, etc etc) and can localise by State and Territories. If there’s a match on industry tags then you see the pitch. Using swiping technology you can scroll through stories, swipe left if you don’t like the story or right if you do. If you swipe right, it will open an immediate and private chat between you and the person who posted the pitch. The best bit…. The pitches have limitations – so brands can only upload selected images, a headline and up to 500 characters to bring their pitch to life. They then select which industry tag their story is relevant to, and localise it. So now you don’t need to read any more press releases or receive any more pitches that you’re not interested in. Story Match® was developed to improve efficiencies in the media industry, and allow all brands, no matter how big or small the opportunity to get their brand noticed. The tech platform has been developed by Founder and Director of Polkadot Communications Dionne Taylor – who has worked both as a journalist and a PR for the last 15 years. Dionne is available for an interview to chat about this new and exciting platform, built just for YOU! If interested in speaking with Dionne, please get in touch. SAS invests in humans, powered by AI and analytics education 2019-04-30T00:17:06Z sas-invests-in-humans-powered-by-ai-and-analytics-education SAS GLOBAL FORUM, Dallas (Apr 28, 2019) SAS announced its latest plans to invest in the people behind the analytics, to help educate the new generation to change what’s possible, and to train a workforce for a transformed economy. Several new programs and initiatives – all part of the overall commitment SAS has to promoting analytics education for all – were introduced during SAS® Global Forum 2019. Offering something for everyone including academic institutions, professionals, and future programmers of tomorrow, the new programs will help create talent to drive analytical innovation and exploration: SAS® Viya® for Learners offers free access to AI software for higher education teaching and learning. Cortex, a new simulation game, allows educators to gamify the analytics learning experience. New certifications and badges help professionals showcase their AI skills to the world. And a new philanthropic partnership with Boys & Girls Clubs introduces kids to coding. “Analytics is changing work and our current and upcoming workforce as we know it,” said SAS CEO Jim Goodnight. “But humans will always be the heart and soul of innovation. Our commitment to analytics education from kids to educators to professionals unleashes the power of learners to build a better world.” Free access to AI and machine learning for academic institutions SAS is helping educators prepare students to seize new career opportunities, at no cost, with SAS Viya for Learners. SAS Viya for Learners is a full suite of cloud-based software that supports the entire analytics life cycle – from data, to discovery, to deployment – and lets users access the most advanced SAS® AI and machine learning analytics tools, for free. Education is a key pillar of the company’s recently announced $1 billion AI investment. To support the successful use of SAS Viya for Learners at academic institutions, a substantial portion of the education portion of that investment will go towards free educator workshops and teaching materials. With SAS Viya for Learners, academic institutions can boost graduate career placement rates by building a complete advanced analytics program within a single software environment. SAS Viya for Learners provides support tools like online chat, web tutorials, e-learning opportunities, documentation, communities and technical support, freeing educators to teach creative applications of analytics, and critical thinking skills. Educators can access a private forum to share experiences and best practices. Students gain expertise in the most popular software languages today, including SAS and open source options Python and R. They learn to explore data, discover insights and deploy AI and machine learning models. Students gain real-world experience through true business use cases and showcase their skills with badges and certification opportunities. Louisiana State University (LSU) is an early adopter of SAS Viya for Learners. A SAS Global Forum panel will include several LSU graduates who used their advanced analytics expertise to land jobs at a Fortune 500 financial services company. The alumni will share best practices from their time at LSU, highlight what they found most beneficial for their current careers and provide insights into transitioning from graduate school to a career. Professors can apply for access to SAS Viya for Learners via the home page. SAS Viya for Learners is also available to those who enroll in a new SAS machine learning course, available now. Learners can also soon gain AI and machine learning skills via two new Coursera courses that will offer access to SAS Viya for Learners. Introducing Cortex, an analytics simulation game SAS and Canadian business school HEC Montreal have launched Cortex, an online simulation game that teaches analytics and predictive modeling skills. Educators can bring real-world experience into the classroom by having students compete to create the best model to support a fictional charitable foundation’s fundraising efforts. The game provides students with information on the nonprofit and a data set of potential donors, as well as access to SAS data mining tools. Students are ranked on a leaderboard based on the quality of their model and its results. Educators can begin integrating Cortex into instruction now at no cost. Students can access it on a desktop or in the cloud for a small fee. SAS Global Forum attendees can check out Cortex at HEC Montreal’s booth in the Quad and learn more about gaming as a learning tool during a presentation on Monday, April 29. There is an educator training session on Tuesday, April 30. New certifications and badges signal AI expertise to employers A SAS AI, big data, advanced analytics or data science credential fosters lucrative opportunities across industries. The SAS Global Certification program has long been the standard for industries like banking and life sciences, having awarded more than 142,000 SAS credentials to individuals in 112 countries. Learners can amplify their marketability through three new specialist-level SAS certifications in machine learning, natural language and computer vision, and forecasting and optimization. The learners who pursue the certification automatically earn the professional-level credential, SAS Certified Professional: AI and Machine Learning. An immersive two-week classroom experience or flexible, online option taken over 12 months are available. Both options include certification exams. In addition, SAS has partnered with Acclaim to create digital badges for SAS credentials. Professionals can add badges to online resumes, social media and email signatures to showcase expertise in a variety of analytical skills. Building tomorrow’s programmers through new Boys & Girls Clubs partnership To succeed in the analytics, AI and data science jobs of tomorrow, young students need a strong foundation in STEM and coding fundamentals. To help build that foundation, SAS is bringing a fun coding experience to the Austin, Dallas and Houston chapters of the Boys & Girls Clubs of America (BGCA). CodeSnaps is a free app from the makers of Curriculum Pathways® that teaches coding basics by enticing students to actively work together to control Sphero, an app-enabled robotic ball that students command using code and an iPad®. SAS is donating CodeSnaps kits, which include Sphero robots and iPads with accessories. SAS volunteers from the local city offices will train BGCA staff to conduct the lessons themselves. Today's announcements were made at SAS Global Forum, the world's largest analytics conference, with more than 30,000 business and IT users of SAS software participating on-site and online. About SAS SAS is the leader in analytics. Through innovative software and services, SAS empowers and inspires customers around the world to transform data into intelligence. SAS gives you THE POWER TO KNOW®. Sales management success is not guesswork – results are measurable & manageable says Rob Macpherson 2019-04-29T05:47:21Z sales-management-success-is-not-guesswork-results-are-measurable-amp-manageable-says-rob-macpherson Success in sales doesn’t just happen – it occurs as the result of adherence to the sales management process that unfortunately is an underappreciated discipline and career calling said Robin (Rob) Macpherson.    Rob has had a stellar sales management career with spectacular achievements over three decades in more than ten countries.       The art of effective sales management starts by understanding that it’s an action role, not a position said Rob Macpherson.    Far too many sales managers are unable to relate to the teams they manage as they fail to invest the time needed to understand each member as individuals with unique needs and very personal aspirations.   Furthermore, a successful team has a successful coach!    Just as it’s true in sport, the same applies to sales i.e. the sales manager’s role is to be the coach for his/her team.  In doing so, their success is measured by guiding each member to a higher performance level.   Commenting further, Rob Macpherson said the activities of a sales team are measurable and manageable – and that’s the primary role coaching role of the sales manager.   Each individual member of a sales team has five basic functions and activities to perform.  These are – 1. Prospecting; 2. Approaching; 3. Selling; 4. Customer Service; and 5. Personal Goals & Plans      These five key functions are then incorporated into the K.A.S.H. template which addresses the Knowledge Attitude Skill and Habit or each individual salesperson   Each task and activity is equally important as the other four.  The salesperson’s strengths and weaknesses are easily identified across the K.A.S.H. matrix.    In fact, they have a cause-and-effect relationship that adversely impacts results if there is a deficiency in one or more of these functions said Rob Macpherson.   The starting point for an individual’s journey to sales success begins by establishing their personal goal.    Once the aspiration has been determined and defined – the roadmap is created that documents the steps required by the salesperson to achieve his/her objective.    This includes creating easy-to-follow plans to ensure consistency and progress by not only improving their sales skills (generating leads, closing sales, client service, etc.) but also effective time management and prioritization of activities and work flows.   In sales management, the underlying principle is ‘What Gets Measured…Gets Managed’, said Rob Macpherson.    “By measuring and monitoring the numbers of each salesperson, they can be guided and coached to become more effective and successful”.   “The best sales managers understand that every salesperson is different and unique – and their role is to work with each individual to create a sales action plan that will assist them to set their personal goals and achieve those dreams”, concluded Rob Macpherson.     ENDS   Issued by Rob Macpherson & Learning Curve Psychology                 www.learningcurvepsych.com.au    Media Enquiries:       Mr Joe Perri, Joe Perri & Associates Mob: +61 412 112 545  Email: jperri@joeperri.com.au     About Robin (Rob) Macpherson       Rob was born in London and emigrated to Australia aged 18 in 1969 (alone) to seek his fame and fortune.  He joined the life assurance industry in 1973 and has worked as an agent, Unit Manager, Regional State Sales manager NSW.    Over the course of his career, Rob has lived and worked in 10 countries and his Asia experience includes Chief Agency Officer in China, Indonesia, Philippines, Vietnam, Hong Kong, Russia, Thailand, and most recently Cambodia.   As head of agency he has overseen sales forces ranging from 2,000 to 50,000.    Following below is a brief summary of his career over the past two decades   MANULIFE ASIA     2012 – 2018   AVP / Distribution Support & Development (2017 – 2018)   AVP & CAO Cambodia (2016 – 2017) This role initially required being part of the team that established the Manulife operation in Cambodia and set up of the agency force. Following the establishment of Manulife Cambodia as AVP-CAO responsibilities included sales / agency force recruitment, training, development / administration and supervision of the senior sales managers.   Regional Assistant Vice President (AVP) based in Hong Kong This role included responsibility as AVP & Chief Agency Officer (CAO) for Vietnam (2013- 2014) and later AVP & CAO for Thailand and Cambodia (2014-2016).  Both Vietnam & Thailand were established businesses whilst Cambodia was a start-up.    In addition, the position included providing strategic advice and guidance in planning and implementing sales and agency sales.                                            KOREA LIFE INSURANCE VIETNAM & THAILAND     2008 – 2012   Chief Agency Officer Started up the new company and the operation was acknowledged as best start-up in Vietnamese insurance company ever exceeding sales target in excess of 300%.   BAO MINH CMG LIFE INSURANCE COMPANY     2003 – 2008   National Sales Manager                            Managed the agency sales force that consisted of over 6000 agents and sales managers, located in 56 offices nationally.   Over 3 years took market share from 1.5% to 8.2% and out-performed the industry.  New premium income increased 63% (2002 /2003), 6.5% (2004/2003),22% (2005/2004), in a market that has had negative new business growth in each of the above years.   As at June 2006 sales were up 17% (YOY), with the market down a collective 13% over the same period.   CHINA LIFE CMG     2001 – 2003   Chief Marketing Officer                                       Responsibilities for Sales and Marketing including strategies in Shanghai China, recruiting/developing Sales Managers, sales training, etc   ALLSTATE INTERNATIONAL INSURANCE     1999 – 2001    Regional Sales & Marketing Director, Southeast Asia               COLONIAL (CMG)China Life     1998 – 1999   Consultant International Sales and Marketing                            Peak body seeking Top 25 Analytics Leaders for 2019 2019-04-23T03:09:21Z peak-body-seeking-top-25-analytics-leaders-for-2019 Sydney, NSW – 23 April 2019 – IAPA, the peak body for analytics professionals in Australia, today announced the 2019 IAPA Top 25 Analytics Leaders program is now open for nominations. IAPA, the Institute of Analytics Professionals of Australia, is the professional organisation for the analytics industry in Australia, incorporating business analytics, data mining and AI across multiple disciplines and sectors. “After the huge success of the inaugural Top 25 last year, we are again on the hunt for the profession’s best and brightest leaders,” said Annette Slunjski, Managing Director of IAPA. “And this year, understanding great analytics talent is sought across the globe, we’re also recognising five Australian analytics leaders currently working overseas as part of the Top 5 International Analytics Leaders.” “Analytics leaders not only ensure the analytics team deliver value to the business, they champion analytics and insight-driven decision making with the c-suite. The best leaders also mentor junior talent to assist their team’s career progression.” The IAPA Top 25 Analytics Leaders will be judged by a panel of leading analytics and business leaders and recognise excellence in strategy and impact; influence and advocacy; innovation and improvement; and team growth and leadership. “The Data Science and Analytics talent landscape is both exciting and challenging due to its rapid growth and evolution. These awards are not just a recognition of the outstanding work the leaders in this community are doing, but it’s a testament to those that are truly at the forefront of organisational decision making,” said Dean Davidson, Executive General Manager, Recruitment Australia and New Zealand at Hudson. “Altair is a strong believer in the role of ROI to demonstrate excellence in analytics. For over 25 years we’ve helped analytics leaders show ROI through our end-to-end analytics solutions,” said Masatomo Ayame, Sr. Vice President – Asia Pacific, Altair. “With the analytics market rapidly expanding, analytics leaders need to master not only hard measures like ROI but also advocacy, influence, strategy, innovation and team leadership. As such, Altair is honoured to be associated with IAPA Top 25 Analytics Leaders to recognise the best amongst the analytics leaders”.  “Analytics leaders are the linchpin to the successful delivery of business value from analytics. It’s great to be recognising them for their leading-edge role,” stated Slunjski. The top 2 analytics leaders from 2018 were Matt Kuperholz, Chief Data Scientist, PwC and Sandra Hogan, Group Head, Customer Analytics, Origin Energy. Nomination forms and further information is available from the IAPA website at www.iapa.org.au with nominations ending on 30 April 2019. The IAPA Top 25 Analytics Leaders is supported by Hudson and Altair.   ENDS   About IAPA The Institute of Analytics Professionals of Australia (IAPA) is the professional organisation for the analytics industry in Australia, incorporating business analytics and data mining across multiple disciplines and sectors. Its mission is to unite, inform, support and promote analytics professionals in Australia. The 7,000 plus IAPA community represent a diverse range of industry verticals and brands including financial services, government, utilities, retail/FMCG and telecommunications as well as leading analytical consultants and software providers. The IAPA community holds regular meet ups in six cities. In 2017, IAPA became part of the Australia Alliance for Data Leadership (AADL), a network of associations with the common thread of data and the customer, representing the essential functions of data-driven business. AADL network associations include the Association for Data-driven Marketing & Advertising (ADMA), Data Governance Australia (DGA) and Digital + Technology Collective. 01001001 01000001 01010000 01000001   About Hudson Hudson is a talent solutions company with expertise in leadership and specialised recruitment, talent management and contracting solutions. We help clients and candidates succeed by leveraging our expertise, deep industry and market knowledge, and assessment tools and techniques. Through relationships with specialised professionals, we bring an unparalleled ability to match talent with opportunities by assessing, recruiting, developing and engaging the best and brightest people for our clients. We combine broad geographic presence across Asia Pacific, world-class talent solutions and a tailored, consultative approach to help businesses and professionals achieve higher performance and outstanding results.   About ALTAIR (Nasdaq: ALTR) Altair is focused on the development and broad application of simulation technology to synthesize and optimize designs, processes and decisions for improved business performance. With more than 2,000 employees, Altair is headquartered in Troy, Michigan, USA and operates 68 offices throughout 24countries. Today, Altair serves more than 5,000 corporate clients across broad industry segments. To learn more, please visit www.altair.com. More than a job with RDO, the world’s biggest JD dealer 2019-04-18T03:34:37Z more-than-a-job-with-rdo-the-world-s-biggest-jd-dealer (April 17, 2019) – The world’s largest John Deere dealer, RDO Equipment, is upskilling employees and recruiting new team members ahead of launching as John Deere’s Construction and Forestry dealer in all Australian states apart from Western Australia on May 1, 2019. RDO was established in the US in 1968 by Ron Offutt, then a 26-year-old potato farmer, in Casselton, North Dakota. More than 50 years later, RDO Equipment has more than 75 locations in the United States, and partnerships in Africa, Australia, Mexico, Russia, and Ukraine. Ron’s son Ryan is responsible for the company’s international operations, and he has just spent two weeks in Australia preparing for the local John Deere launch. “The business has grown, but our core values and commitment to people have not changed,” Ryan says of RDO’s evolution. Ahead of the launch RDO is recruiting in all parts of its business, and is particularly looking for diesel fitters. The company plans to significantly increase the profile and presence of the John Deere Construction and Forestry brands in the market and needs a committed team to help it achieve its vision. The company will be introducing the complete line of John Deere Construction and Forestry equipment to the Australian market for the first time. From May 1st RDO Equipment will be supporting customers from nine branch locations. “We have a substantial investment program over the coming years, with new facilities planned in several locations across Australia – we want to make sure our team has what they need to get the job done.” He says RDO puts tremendous value on a committed workforce and is defying some of the dominant employment trends like rapid turnover and profits before people, to focus instead on the long-term success of their employees and customers. “It may not be the way the world is going, but that doesn’t deter us. We are not afraid to put people first,” he says. In fact, Ryan says RDO refers to its headquarters as the field support office, because everything that happens there is to support the team that supports the customer. He says RDO’s existing and new employees have lots of scope to grow their career in a stable, global company. “We’re looking for people who want to get in on the ground floor of a growing company. We want people who really believe in what we are doing.” “We have an incredibly strong and consistent culture which includes empowering local managers so they can focus on their customers. Our team includes staff with extensive experience and long-term service. Partnership is a central theme for RDO Equipment and Ryan says it was “by sheer luck” that a partnership opportunity brought the brand to Australia in 2012. “Our first investment in Australia came in 2012 after we were approached by Bruce Vandersee, the CEO of Vanderfield, a 14-store John Deere agricultural equipment dealer based in Toowoomba, after they read a story about us in the trade press. We got to know each other, and realised it was the right fit for both of us. Our cultures are very much aligned.” RDO acquired a 50 percent interest in Vanderfield in 2012 and then in 2015 made a further investment in Vermeer Australia. RDO is now also the world’s largest Vermeer dealer. In January 2019, RDO was named as the John Deere Construction and Forestry (C&F) dealer for Queensland, New South Wales, Victoria, South Australia, Tasmania, and the Northern Territory, taking over from Hitachi Construction Machinery Australia. The Australian sales operation will be headed by General Manager of Sales, Mark Kuhn. “We have made a significant investment in this new partnership, and John Deere has too, particularly around parts inventory and training. As an example, service team members will have access to some of the highest quality capstone training available from any OEM – that’s a great career opportunity for them. “I am very optimistic about the future of our business in Australia. It’s a fantastic country, and we have a great local team with a great culture. We’re going to be off to a great start,” Ryan said. To meet the team and see what RDO and John Deere have planned for the Australian market, come along to site 99A at The National Diesel, Dirt & Turf Expo in Western Sydney, where RDO will also be showcasing two new excavator models never offered before in Australia. For details about job opportunities with RDO visit rdoequipment.com.au/join-our-team/ (ends)