organizational leader and marketing professional in developing and implementing policies and programs that offered improvements in healthcare, K-12 education, and self-sustainability in lower income communities. In addition, I created several resource pipelines that assured people in lower income communities had access to government direct services. My second accomplishment was graduating as a first-generation graduate from the California State University, Bakersfield (CSUB), and
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molecules; and (4) Developed and emerging markets. Enhances ability to meet unmet needs of patients, physicians and other customers (1) Pipeline portfolio in “invest to win” disease areas; (2) Enhances scientific, manufacturing and pharmaceutical science capabilities; and (3) Provides the best opportunities for world class, high performing talent. In addition, the following strategic points will be followed: (1) Become a leader in biologics; (2) Enter the vaccines market;
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significant impact on organizational behavior. Aon Corporation released the 2011 Talent Survey, which revealed some rather unsettling results for the future of human resource management due in large part to the economic crisis (Eamley, 2011). Some of the topics to be discussed will be employee engagement and retention, recruiting and development and leadership in the coming years. Engaging and Retaining Based upon the Talent Survey’s results, there seems to be a problem in the highly important area
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dismal increase in underrepresented populations entering the field. The final section highlights the importance and implication of stagnate educational pipelines. In addition, I would like to stretch the mind to consider educational practices, as we know them now and to urge the reader to, bear in mind that in the 21st century, we need the talents, contributions and resources of all citizens in United States. A Summary of Five Ph.D.s in Math from 1925 to 2000 While there are numerous achievements
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in hoc signo vinces = in this sign you will conquer vitam impendere vero=to devote one’s life to truth maximus in minimis=the very greatest in trifling things best hr in hospitality sector Job Number | 1529565 | Business | GE Healthcare | Business Segment | Healthcare Eastern & African Growth Markets | About Us | What do you envision for your future? At GE Healthcare, we strive to see life more clearly. Our "healthymagination" vision for the future invites the world to join us
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individual contributions towards corporate goals provide us with concrete opportunities to develop character and purpose in personal lives. * Dignity of Work Our Company engenders in us a sense of pride and satisfaction in the fruits of our talents and efforts, which we place at Manila Water’s service, as part of a dynamic and well-knit team. * Pride in Excellence We strive for excellence because turning out the highest quality products and services is the most fitting tribute to our
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http://corporate.ford.com/microsites/sustainability-report-2012-13/people-workplace-employees Employees Here at Ford, our employees are the driving force behind our success. Our recent financial recovery can be attributed in large part to the dedication and strong performance of our workforce, which pulled together under our ONE Ford plan to restructure and return our North American operations to profitability. The same plan is currently guiding our restructuring efforts in Europe, where we made
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which spans all major therapeutic areas, focuses on: Driving innovation: We can help transform a company’s corporate culture and R&D infrastructure to meet changing industry needs, or support efforts to attract, motivate, and mobilize the best talent. We use our insights to help companies develop innovative products that offer substantial benefits over existing therapies, allowing them to overcome hurdles to regulatory approval and payor reimbursement. Improving productivity and performance:
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faster than portions of its infrastructure and talent could support. As with many growing organizations the structure, people and processes that were right for a $5 billion company were not necessarily a good fit for a ten billion dollar company. (Effron, Greenslade, & Salob, 2005). Numerous cases existed in Avon’s existing talent and in its ability to identify and produce talent. While some of those gaps were due to missing or poorly functioning talent processes, an underlying weakness seemed to
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quickly noticed my dedication and efficiency working with others to get projects and work overflow completed by short deadlines. Unfortunately, there were no opportunities to move ahead. I was looking for something to truly utilize my talents, so as 2010 came into view I dipped my toes back into the job market. I was hired at J. G. Wentworth as an underwriter where I currently work. After six months, I received a promotion! I was able to adapt very quickly to my job by using my previous
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