![]() fixed calculation of local buckling when different sides of wall have different slenderness, fabrication tolerance quality class A for small diameter piles (<350 mm) and fixed calculation of zig-zag combi wall.Ĭalculations for requirements from PDA testing have been modified to be more informative with all country selections. Beside above mentioned ones, the updates include i.e. List of updates can be seen in ReadMe.txt file of the program. Program uses latest Environmental Product Declaration (EPD) for SSAB pile products available during release of the program version. 2 in Figure) of SSAB manufactured materials, pile pipe and possible inner pipe. 1 in Figure) or by changing to another tab in the program.īeside resistance values, PileWallCalc shows now also CO2 emissions (red no. Iteration is time consuming and therefore program uses first fast calculation and then more accurate calculation is started either by pressing a button (red no. ![]() New version has more accurate calculation for some important resistance values, for example Mmax and Mmin. Second update was smaller and it fixed issues in weight calculation of RD pile wall and in checking of possible updates. PileWallCalc fast updated to version 4.5.0.0 and after that to 4.5.1.0. Several improvements in PileWallCalc 4.5.1.0 Programs can be downloaded from Design tools page. View Jennifer O´Brien's professional profile on LinkedIn.Both programs are free of charge, but they need to be registered for full functionality. Looking inward to really manage this gap will be a critical path for many organizations. Over the last few years, we’ve seen robust talent/market tools emerge on several platforms, but many brands still struggle to forecast in their own companies. Predictive analytics have become key to better understanding workforce demand and pipelining opportunities within the talent market.Thus, I believe that by being agile to continuously build and execute our employer brand will be the number one differentiator for success in the coming years. With total recovery uncertain, we must continuously assess how brand should pivot or evolve to meet the needs of our candidates. During COVID, we adjusted to a new virtual work environment and implemented efforts to elevate our employer brand during this challenging time.While Talent Acquisition has lagged in this area compared to other industries, I feel it will remain top of mind with our candidates especially with the emerging focus around future of work. Candidate experience will continue to be a critical focus in a consumer-driven market.In your opinion, what are the 3 key things that are new or more important than ever working with Employer Branding in the coming years? We want to provide dynamic opportunities to engage with our candidates through our employer brand, recruitment marketing, events and the overall candidate experience. What is the top EB priority in Booz Allen Hamilton the next 12 months? When presented with new opportunities to interact with our brand, candidates are attending more branding/reputational virtual events, providing candid feedback on their experiences and have been more willing to become a talent ambassador once they are hired. We have learned that our candidates yearn for engagement. ![]() With the removal of almost all in-person interactions, we as talent acquisition professionals must find new ways to optimize and personalize our engagement with our audiences. We don’t look at this as a challenge but an opportunity. What has been the key challenge working with Employer Branding at Booz Allen Hamilton in this pandemic year? I love getting people excited about working for a new company! So much of our time each day is dedicated to work – people deserve to be happy and feel like they are contributing in a big or small way. What made you so involved in working with Employer Branding?Ī passion for helping others. It allows me the opportunity to be creative but lead and collaborate with others to successfully accomplish our goals. Talent Attraction is where I excelled at the intersection of employer branding, recruitment marketing and channel management. Thus, when I moved to specialize later in my career, it was an easy decision for me. Experiential learning was a critical factor in my development as I love to learn by doing. I took advantage of management and coaching opportunities along the way, sharpening my leadership skills. I began as a recruiter but rotated to many different areas of HR to broaden my expertise. With 25+ years of experience in human resources, Talent Acquisition has always been a labor of love for me.
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