November 19, 2015 – Updated on August 19, 2016 Reporters Without Borders-TV5 Monde Prize ceremony Use the Digital Services Act to make democracy prevail over platform interests, RSF tells EU Receive email alerts “We’ll hold Ilham Aliyev personally responsible if anything happens to this blogger in France” RSF says News Help by sharing this information News Related documents engnominesprixrsf2015.pdfPDF – 475.24 KB FranceEurope – Central Asia Events Organisation June 4, 2021 Find out more RSF_en Follow the news on France FranceEurope – Central Asia Events June 2, 2021 Find out more to go further RSF denounces Total’s retaliation against Le Monde for Myanmar story Three prizes were awarded:- In the Citizen-Journalist Category, to Zone9, an Ethiopian blogger collective created in 2012 that often draws attention to the government’s oppressive practices. One of its bloggers, Zelalem Kibret, had planned to attend the ceremony but his passport was confiscated as he was about to board his flight.- In the Journalist Category, to Zeina Erhaim of Syria. Her uncle, Maen Said Essa, travelled to Strasbourg from Hamburg to receive the prize on her behalf. For a while Erhaim was based in London, but she returned to her homeland in 2012 to cover the war and to teach journalism to Syrian citizen activists.- In the Media Category to the Turkish newspaper Cumhuriyet, the target of frequent persecution by the Turkish regime because of its reporting. The newspaper was represented at the ceremony by its editor, Can Dündar, who has himself been prosecuted.During the ceremony, which was hosted by the journalist Bernard de la Villardière, tribute was paid to two Reporters Without Borders close relations who were killed in last Friday night’s shootings and suicide bombings in Paris.Nawel Rafik-Elmrini, the Strasbourg deputy mayor responsible for European and international relations, also paid tribute to Saudi blogger Raif Badawi, an honorary citizen of Strasbourg.The Reporters Without Borders-TV5Monde Prize has been awarded every year since 1992 to journalists and media outlets that have made a noteworthy contribution to the defence or promotion of freedom of information. As well as honouring the recipient, the award comes with 2,500 euros in prize money.This was the 24th annual Reporters Without Borders Prize for Press Freedom. Three prizes are awarded every year – to the journalist, the media and the citizen-journalist of the year.These prizes have helped to draw public attention to such “information heroes” as the Chinese dissident Liu Xiaobo, one of the 2004 laureates, who subsequently received the Nobel Peace Prize, and Raif Badawi, a 2014 laureate, who has just been awarded the European Parliament’s Sakharov Prize for Freedom of Thought.Reporters Without Borders and TV5Monde also pay tribute to this year’s other nominees:In the “journalist” category : Mahmoud Abou Zeid, aka Shawkan, (Egypt), Ali Anouzla (Morocco), Pravit Rojanaphruk (Thailand), Esdras Ndikumana (Burundi), Ahmed Abba (Cameroon), Raouf Mirkadyrov (Azerbaijan), Lázaro Yuri Valle Roca (Cuba), Julio Ernesto Alvarado (Honduras), Markus Beckedahl et André Meister (Germany), Federica Angeli (Italy), Mohammad Sedegh Kabodvand (Iran), Farida Nekzad (Afghanistan)In the “media” category : Inkyfada.com (Tunisie), Meydan TV et Azerbaijan Saati (Azerbaijan), Iwacu (Burundi), Droit Libre TV (Burkina Faso), Hablemos Press (Cuba), Radio Globo y Globo TV (Honduras), Correo del Caroní (Venezuela), BIVOL (Bulgaria), Mukto-mona (Bangladesh), Geo News TV (Pakistan), Anh Ba Sam (Vietnam), Asia Plus (Tajikistan)In the “netizen” category : Abduljalil Al-Singace (Bahrein), Oussama Al Najjar (UAE), Atena Farghadani (Iran), Roy Ngerng (Singapore), Charlie Smith (China), Huynh Thuc Vy (Vietnam), Ángel Santiesteban Prats (Cuba). News News This year’s Reporters Without Borders-TV5 Monde Prize award ceremony was held on november 17th evening in Strasbourg. May 10, 2021 Find out more
Servicers Navigate the Post-Pandemic World 2 days ago Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Is Rise in Forbearance Volume Cause for Concern? 2 days ago Governmental Measures Target Expanded Access to Affordable Housing 2 days ago December 20, 2013 545 Views 2013-12-20 DSNews The Week Ahead: Nearing the Forbearance Exit 2 days ago The Best Markets For Residential Property Investors 2 days ago About Author: DSNews DS News Webcast: Friday 12/20/2013 Servicers Navigate the Post-Pandemic World 2 days ago Print This Post Related Articles The Best Markets For Residential Property Investors 2 days ago Demand Propels Home Prices Upward 2 days ago Data Provider Black Knight to Acquire Top of Mind 2 days ago Demand Propels Home Prices Upward 2 days ago Previous: Ocwen to Pay $2B for Servicing Violations Next: Report: Home Values Recaptured $1.9 Trillion in 2013 Sign up for DS News Daily Subscribe Share Save in Featured, Media, Webcasts Home / Featured / DS News Webcast: Friday 12/20/2013
Target practiceOn 12 Jun 2001 in Personnel Today With studies showing that three quarters or more of investment in ITtraining is wasted, there is a strong case for targeting any spending on theneeds of the business as well as the individual. So how do you ensure you get the best return to maximise businesscompetitiveness as well as personal development? Rob McLuhan reportsMost industry leaders believe there can never be too much training, andcompanies which fail to provide it risk falling behind their competitors. Thelatest annual survey by ASTD, an international training body, shows businessesin the US are providing courses for a record number of employees, a trendthought to be matched in Europe. The bottom-line benefits are clearlydemonstrated, with successful organisations found to be those offering most inthis area. Yet training courses are like the seeds in the biblical parable, with manyfalling on stony ground. Research by PTS Learning Systems (since acquired byGlobal Knowledge) revealed that as much as 70 per cent of investment intraining is considered wasted within a few days, as staff fail to derive anybenefit from what they have learned. Other surveys put the figure even higher. A common problem is that companies overlook the need to link their effortsto business priorities. This not only wastes resources but can impose anunnecessary burden on employees, who may find themselves on a trainingtreadmill that exhausts them without delivering results. “You can send any member of your staff on lots of scheduled courses,but that won’t necessarily improve the quality of the individual, or take thecompany in the direction you intend,” says Pat Way, human capitaldevelopment director at QA, the UK’s largest IT training provider. Training needs to be targeted effectively, Way says, since being made to goon a course that the individual cannot usefully apply to their role is morefrustrating than not being trained at all. “It is equally tiresome for HRand IT divisions, because they are not getting the results they hoped for. Andit is galling for financial directors, who are not getting any return oninvestment.” The model of the learning organisation favours giving freedom to theemployee to choose courses that will aid their personal development. That canbe appropriate in many circumstances, but if handled with lack ofdiscrimination can end up merely providing them with a springboard to anotherjob elsewhere. At the opposite end of the spectrum, staff will simply be scheduled toattend workshops or carry out learning in a particular topic. This can be aburden if they are not told why they are doing it or what it will contribute tothe business. To provide the ideal alignment, Way recommends courses be chosen thatsatisfy personal aspirations as well as furthering business strategy. “Ifthe company allocates competencies to specific roles, a member of staff can gointo the system and find courses that fill gaps in his or her knowledge,”she points out. From the employee’s point of view, that level of involvement is highlymotivating because it enhances their understanding of how they can apply theirknowledge to the company. It also helps HR directors, who can see what eachindividual is achieving and pass that information on to line managers andfinancial directors. Paul Butler, CEO of KnowledgePool, believes that it is impossible toovertrain anyone in technology. “The appetite of the IT professional tolearn is boundless, as they constantly need to keep their skills up todate,” he says. “This morning I noticed one of my Web infrastructurestaff going to a class carrying six big books – that seems like a lot but Iknow how quickly these people absorb information.” Butler acknowledges, however, that from a business perspective productivitygains from new skills are not always outweighed by the amount of time peoplespend learning. “It can almost become an esoteric activity to continue to raise yourlevel of knowledge without ever putting it to use,” he says. “That iswhere organisations need to be careful, to ensure people have the opportunityto apply new skills.” There is also a practical limit to how much people can physically handle withoutbecoming overloaded, he points out. In the past this was naturally regulated bycost – organisations might spend up to £15,000 giving their IT professionalseight to 10 days a year of classes and workshops, a relatively high investment.But thanks to the arrival of inexpensive e-learning this inhibitor haslargely disappeared, encouraging organisations to pile on the pressure beyondthe ability of individuals to cope. Butler says he increasingly encountersorganisations with aggressive learning plans that may not be beneficial. “Some HR professionals have been seduced into believing that becausee-learning is low cost and flexible, they can get their staff to go through alearning process much quicker. But speed is not the real driver,” he says.KnowledgePool recommends a standard time of nine weeks for e-learning as theequivalent to one day in a classroom. If companies want that covered in onlyfour weeks they need to provide incentives so staff understand there is abenefit. This point is reinforced by Steve Dineen, CEO of Fuel, which specialises ininstructor-led IT e-training. He points out that companies can now takeadvantage of volume discounts, buying a library of content that containsseveral hundred courses. He says, “You think you are getting a great deal, with 1,000 units for£50 each. But price should not be the main consideration: where there is poordelivery, weak content and a lack of focus, frustration will result. Thestudent may get stuck, because the text is not explained well, and end upblaming themselves and the courseware.” In any case, the most important courses may not be contained in the libraryat all. The right approach, Dineen argues, is to tailor the training to theorganisation’s exact requirements, rather than buy a truckload of content thatmay turn out to have little application. Much of the material provided by manufacturers to train users in theirsoftware is quite comprehensive, and will not always be needed in its entirety.That makes it important to be selective. “A company might want to send someone on a course because they areresponsible for managing a Microsoft network. But it is pointless making themsit there for a week if all they need to know is how it interacts with theprinters, back-up software and storage devices,” he says. Dineen points to another potential downside with content libraries, which isthat an individual can choose a course that fits their own long-term agendamore obviously than that of the organisation. That could enable them to take acompletely different career path to the one assigned to them. In theory that could even exacerbate retention problems rather than easethem: certainly the worry that overqualified staff will end up leaving issometimes cited by companies as an excuse for not investing in training. Buthow genuine is this risk? Problems have been shown to occur with high-level business education, withcompanies encouraging key staff to take an MBA and then failing to reward themwith appropriate roles. That can lead to frustration, as individuals lookelsewhere for opportunities to practice their new skills. But in most other areas the dangers are exaggerated, according to HenryStewart, chief executive of Happy Computers, who points out that surveysconsistently point to the retentive benefits of training. “The idea that training can lead to the loss of an employee is an urbanmyth that terrifies business people but has no basis in reality,” he says.”If you look after employees they will stay.” As an example he pointsto his own firm, which provides plenty of opportunities for training and enjoysa 2.5 per cent staff turnover. Stewart concedes, however, that it is possible to overtrain, especiallywhere courses are imposed from above with little consideration for the endresults. This is often exacerbated by inflexibility of training companies whichinsist everyone on a course take all its elements, even if they are alreadyfamiliar with many of them. He adds, “The idea of ongoing learning is great, with a certain numberof days set aside for training. But it is counterproductive if it is justfilling up the days with no return.” Frazer Chesterman, director of Training Solutions 2001, agrees. “If youput people on courses that aren’t relevant you won’t get good use of theirtime,” he says. “That should be completely obvious but becausetraining is often seen as a perk or a reward for good performance it is notalways taken into account.” He also recommends that companies don’t overdo it by trying to make peoplelearn too much in one go. For instance, workshop courses can be broken up intohalf days so staff can go back into the working environment and test out whatthey have learned. Getting buy-in from the individual is an essential element, stresses JohnAves, chief executive of Forum, part of FT Knowledge. This can be achieved bymaking courses easy to access. He says, “We live in busy times and one thing that makes people feeloverstretched is where training doesn’t flex with them. We do a lot of thinkingabout how to provide opportunities for people to choose when and how theylearn.” “Whatever the level of training, you have to make sure it is deliveredto them at the right time, at their desk or when they are ready for a newchallenge in their career.” Keeping them involved also means ensuring the course is relevant to theircurrent role and the strategic context in which they sit, as well as to theirpersonal aspirations. “If something is interesting to them personally butnot to the organisation, it won’t do much good,” he points out. Evaluation can also play an important part in making sure resources areproperly directed. Among other things, FT Knowledge measures the efficiency ofspend in training and development, and finds it can often save organisations upto 50 per cent of their previous investment. Inefficiencies often arise where courses are purchased in a fragmented wayby departments that fail to liaise with each other. That means the company canend up buying 15 variants of essentially the same topic from 10 differentsuppliers. On the other hand, Aves detects a big shift away from the wasteful tendencyto choose courses from catalogues towards specific training and developmentinterventions driven by the business. This increasingly ensures companiesinvest their training pounds in skills that add value. This approach takes full advantage of “blended solutions”, inwhich e-learning complements the classroom to offer a range of opportunitiesfor the individual in the way they access training. In common with manyexperts, Aves believes the ability for the individual to combine different modesof activity – with groups in the classroom, with managers or with an onlinetutor – creates higher quality learning than single disconnected events. Used wisely, that wealth of choice enables staff to take useful andsatisfying courses that advance the needs of the business, instead of enduringfragmented interruptions that serve no purpose. Tools that measure, monitor and align training to business needsSkills Dynamics (QA): Skills-and competencies-based automated training selection tool(www.qatraining.com) E-dynamics (Docent/QA): Automated learning management system. Helps organisations tailor a learningstrategy, by identifying skills gaps, creating competency tables, and integratinginto existing infrastructure. www.docent.comSurveys and Assessments (Dale Carnegie):Tools that measure five levels of training effectiveness, includingapplication, financial impact and return on investment. www.dalecarnegie.be/measuringtrainin.htmlSkillScape Competence Manager (John Matchett): Internet-based application that enables organisations to identify thetraining needed to meet strategic needs and comply with industry regulations.Can forecast, identify, classify, evaluate and analyse the skills, competenciesand gaps in the workforce. www.jmlnet.comEvaluator (Resource Management Services): Reports and questionnaires to evaluate the effectiveness of training. www.rmsuk.comCompAssess (SVI Training Products): Identifies individual training needs, maximising software skillsproficiency while minimising training time. www.svitrain.comQuality Standards for Evaluating Multimedia and Online Training,(McGraw-Hill Ryerson): Book that outlines four main stages in checking the usefulness of atraining package: business objectives; accuracy, depth and clarity; ease ofuse; instructional design. 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USC experienced some roster turnover this week that benefitted the squad’s defense but depleted the depth of what is considered by many to be the Trojans’ most talent-laden position.On Saturday, USC confirmed that freshman receiver Steven Mitchell would miss the upcoming season after tearing ligaments in his right knee while attending a voluntary throwing session.Lindsey Thiry of Scout.com reported that Mitchell was running a deep route when he planted his right leg in the newly installed turf at Cromwell Field to turn around and make a catch. His knee immediately buckled and twisted, reportedly causing Mitchell to scream in pain as freshman quarterback Max Browne fetched the training staff, who were absent because of an NCAA rule that prohibits staff from attending voluntary workouts.Mitchell is the second USC receiver to suffer a season-ending knee injury in the last two months, along with junior George Farmer.Listed at 5’10” and 180 pounds, Mitchell was expected to provide speed over the middle as a slot receiver to complement junior superstar Marqise Lee and promising sophomore Nelson Agholor, who are expected to start at the outside flanker positions.While the Trojans still have Lee and Agholor to headline their flanker core, the shorthanded unit now comprises only five scholarship players.Freshman Darreus Rogers, redshirt senior De’Von Flourney and junior Victor Blackwell will compete for increased playing time to round out a receiving corps suddenly short on bodies. The trio combined for just one catch last season.—Though not yet official, the Trojans appear poised to receive commitments from two highly rated transfers, albeit two players who won’t be allowed to play until the fall of 2014, per NCAA transfer rules.The recruiting trail of incoming Florida State linebacker Matthew Thomas, ESPN’s top-rated linebacker in the class of 2013, took another turn on Monday night when his father said his son wanted to go to USC, according to ESPN’s Joe Schad.Thomas, ranked sixth overall by ESPN, has publicly said since February that initially committing to the Seminoles was a mistake, influenced by his mother’s refusal to sign her son’s letter of intent to USC.In May, Thomas asked Florida State to release him from his commitment, but the school has said in statements that it will refuse the request. If Thomas follows through on a transfer to USC, he must give up a season of eligibility and start his college football career in 2014.Former Texas Tech defensive tackle Delvon Simmons, a five-star member of the class of 2011, announced on his Twitter account last week that he’d be transferring to Troy. Simmons accrued 27 tackles, six tackles for loss and two sacks while starting all 13 games for the Red Raiders last season.Simmons chose UNC out of high school but was released from his commitment to the Tar Heels because of sanctions resulting from recruiting violations made by former coach Butch Davis.Simmons, a Pennsylvania native, had been linked to Pittsburgh and Penn State and visited Miami before settling on USC. He could pair up with sophomore defensive end Leonard Williams, who collected 64 tackles, 13.5 tackles for loss and eight sacks at tackle last year, in 2014 to form a fearsome duo on the defensive line for the Trojans.—Eddie Vanderdoes, a five-star defensive lineman from the class of 2013, announced last week that he will attend UCLA, his third commitment involving three schools in less than a year.Vanderdoes originally committed to the Trojans last July before rescinding his commitment amid USC’s disastrous season. The Auburn, Calif. native ended up picking Notre Dame on Signing Day before mysteriously recanting once again.Like Thomas, Vanderdoes will have to sit out the 2013 season, because Notre Dame coach Brian Kelly said he will not release the defensive tackle from his letter of intent in order to “protect the integrity of [Notre Dame].”