The 21st century Luddite movement resists new technologies due to concerns about their impact on employment and society.

The movement prioritizes workers' rights and criticizes the undemocratic technology development process.

Some individuals oppose new technologies due to concerns about technological unemployment, which experts debate is temporary or permanent.

The gig economy and decline of traditional employment have fueled the Luddite movement, as people feel left behind by rapid technological change.

Yuval Harari claims modern technology has made most people redundant, displacing many jobs.

Resistance to new technologies can stem from unfamiliarity, internal challenges, and poor management.

Supervisors opposed to new technologies can create significant resistance, so it's essential to address their concerns and involve them in decision-making.

Education and training programs can be tailored to different learning styles to address resistance to new technologies.

Companies use innovative technology to improve on-the-job training for hesitant employees.

Immersive technologies like VR and AR enhance employee engagement through interactive education and training programs.

AI-powered training tools can help resistant employees by providing personalized plans and analyzing their learning patterns.

Virtual reality can train employees in a simulated environment, helping them adapt to new technologies.

Organizations should establish clear training goals that align with overall business objectives.

Leaders play a crucial role in providing employees with learning opportunities and helping them see the value of new technologies.

Recognizing employee contributions helps them adopt new technologies and see their value.

KPIs can measure the effectiveness of education and training programs in reducing resistance to new technologies among employees.

Change management in training programs helps address resistance to new technologies and is evaluated using performance indicators.

The 21st century Luddite movement resists new technologies due to concerns about their impact on employment and society.

Title:

Content: The new is the old well forgotten.
Where in the Network there was a fashionable insult to the opponents of AI
In the Internet discourse, deep in the study of sarcastic comments of anonymous persons, you can find the term "Luddite".
This label is often referred to as people who dare to express the slightest inclination to inhibit the constant development of artificial intelligence (AI).
Related video
Interestingly, such prominent figures as Elon Musk, Stephen Hawking and Bill Gates have been awarded the Luddite Award, which is recognition of their cautionary position regarding the potential dangers associated with artificial intelligence.
During the ceremony, Robert D. Atkinson, the organizer of the award, noted: “Unfortunately, luminaries such as Elon Musk and Stephen Hawking have contributed to the feverish refraction of hands about the impending apocalypse of artificial intelligence, ” writes IFLScience.
In Focus.Technology appeared its own Telegram-channel.
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Atkinson also explained: "Do we consider any of them personally Luddites?
No, of course not.
They are pioneers of science and technology.
But they and others have done a disservice to the public — and undoubtedly have helped and comforted the increasingly common neo-Luddist impulse in modern society — by demonizing AI in the popular imagination.
But how did the term come about?
Its roots can be traced back to the early 1800s in England.
Before the industrial revolution, skilled craftsmen who knew a lot about textile production made clothes using their own machines and specialized tools.
However, a situation arose when new technologies and methods of mass production appeared, as a result of which artisans were unable to compete.
The result was a movement whose purpose was the destruction of the textile industry and the destruction of new machines.
Although there is some truth to this story, it does not reflect the whole essence of the Luddite movement.
Their actions were not driven solely by a reaction to new technologies; rather, they were a response to the profound transformations taking place in their professional activities.
While it is true that they often attacked a knitting machine known as a stocking frame, as well as other mechanized fixtures, their main concern was the labor practices associated with these machines.
Kevin Binfield, editor of the Luddite and Compassionate Works, explained their motives: "They simply wanted machines to produce high-quality goods, and that these machines employed workers who had been trained and received fair wages.
It was their only concern. ”
The nickname "Luddites" comes from the nickname "Ned Ludd", an apocryphal figure who allegedly sabotaged a textile factory in 1779, although historical evidence suggests that this man was most likely a fictional one.
In a 2007 paper, researcher David Linton explained: “Some say that a young man, possibly with cognitive impairment, named Ned Ludd once misunderstood an order and accidentally broke his frame machine.
Others argue that this was done deliberately, in a fit of anger.
Whatever the motive, it seems to have become a joke phrase that whenever the machine breaks, for whatever reason, you can say something like, "Ludd must have been here."
From this construction, it is a short step to the ironic application of the name Ludd to vandalism for political purposes. "
Between 1811 and 1816, the Luddite movement held sporadic and somewhat unorganized protests, characterized by the destruction of cars and the burning of factories.
In response, the mill owners resorted to extreme measures, using deadly force against the Luddites.
In April 1812, there was a grim turning point in Huddersfield, where at least four people died at the hands of the mill owners.
In retaliation, the Luddites killed the owner of the mill, William Horsfall, who boldly declared his intention to "smear himself with Luddite blood to the saddles."
Horsfall was shot while sitting on his horse.
Faced with these uprisings, the government immediately sent thousands of soldiers to quell the protests.
Moreover, they adopted a law according to which the breakdown of cars was subject to the death penalty or sending to colonies.
Subsequently, the movement dissipated, but the stable expression "Luddite" could not accurately convey the ideals and goals of the Luddites.
Previously, Focus wrote about the first IPSO in the history of mankind.
It turns out that it was invented in Babylon and it concerns the Flood.

The movement prioritizes workers' rights and criticizes the undemocratic technology development process.

Title:

Content: Brian Merchant, author: “Luddites are more dangerous to the rich than Robin Hood”

The Luddites have been a great historical resource. Any showy enemy of anything that looked like technological progress has been called a Luddite. Today with generative artificial intelligence and its critics, the word has been revived. The author and journalist Brian Merchant (Iowa City, USA, 1983) saw it coming and has written a book that reviews the Luddite revolt in England at the beginning of the 19th century and its similarities with current technologies: Blood in the Machine (Blood in the Machine, currently without a planned edition in Spanish) thus explores the origins of the current revolt against big technology.

Although the book has appeared in the midst of the AI hype, Merchant began his research a decade ago: “Uber was growing and it was beginning to be seen that it was having a hard impact on taxi drivers, I heard the term Luddite from the pro-Uber sector and wrote an article titled You don't understand anything about Luddites”. Now in his book he remembers that the Luddite revolt was a labor struggle, not anti-technology, at a time when unions were prohibited. In a conversation with EL PAÍS from his residence in Los Angeles, Merchant clarifies the historical impact of the Luddites and the possible similar struggles that are being played today in Silicon Valley.

1. The Luddites were not against progress

The labor revolt over the loss of rights was more important than the destruction of textile machines: “The biggest mistake about the Luddites is to say that they were against technology and progress,” says Merchant. “They were against certain technologies because they recognized the way in which they were going to be used in their context against them as workers. It was a labor movement, against poverty, not anti-technology. The British Government began to mold them in this way almost immediately, it was keen to mock the Luddites and present the argument that they were against progress. It is very similar to how today people in positions of power in technology companies accuse those who complain about poor working conditions. It's the same story for 200 years.”

The book quotes a phrase from historian Eric Hobsbawm that explains this stage: “It was collective bargaining through riots.” According to Merchant, this tactic in a workers' struggle was very powerful for two reasons: “First, it was symbolic because everyone understood that what they were destroying was not just a machine. It was also the specific machine used to transfer wealth from the workers to the employer. Second, it was useful because they destroyed the equipment that businessmen needed.”

2. Why Robin Hood is better accepted than Ned Ludd

Ned Ludd was a legendary character. No one knows for sure if he existed. It was the legend of a teenager who would have broken the first machines at the beginning of the Industrial Revolution. In 1811, rebellious workers used his legendary name to sign letters and further scare: “Ludd probably never existed. But the incarnation of it would become a mascot, an organizational tool, a wink: a powerful 19th-century meme,” Merchant writes.

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Ludd lived near Nottingham (United Kingdom), like another legendary figure who has been better treated by history. There must be a reason, says Merchant: “The Luddites organized a popular and powerful rebellion. People wrote popular songs about them. They were like Robin Hood. But it is interesting that Robin Hood has endured as a positive light, while the Luddites have not. He suggests that the myth of Ned Ludd is in some ways more dangerous to the elites and the wealthy than that of Robin Hood, which is a little more nebulous and open. The Luddites say: go ahead and break the machines of your oppression. Robin Hood says: steal from the rich and give to the poor. “I think that’s a little more tolerable.”

3. How are they similar to today's problems?

The background of the book is that the history of the Luddites is similar to what happens today in Silicon Valley, where a small group of corporations dominate new technologies. “The way technologies are developed has basically not changed. You have a handful of people with access to enough capital or political influence to be able to build a factory and use automation technologies. “Back then, the most aggressive owners didn’t ask anyone how to find a way to make this a win-win.”

Merchant has received criticism for equating the great businessmen of 19th century England with 21st century America. But there are details that he does not see that far away: “The technology development process is in some ways even more undemocratic today than then. There is this immense pool of capital available to Silicon Valley innovators through venture capital. Uber wasn't profitable for 10 years, but they had access to that capital. Did anyone really like that? Did it work for workers and delivery people? Nothing mattered, they just had more money and moved on.”

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Some individuals oppose new technologies due to concerns about technological unemployment, which experts debate is temporary or permanent.

Title:

Content: You will not miss us!
8,008 followers
Why robots will take your job, and what to do - panic or rejoice
Why robots will take away your profession.
Increasingly, you can hear about the challenges posed by automation and cybernization to existing professions today.
And we are talking not only about unmanned vehicles and chatbots replacing call center operators, but also about programs that can calculate bank loans and insurance rates, depriving analysts and, moreover, neural networks that claim to compete with highly qualified and creative employees.
Exemption from routine or danger of unemployment?
A cause for concern or long-awaited freedom?
History of the problem
Mechanisms of ancient times.
Competition has always existed – professions disappeared and arose, people fought for jobs with each other and with technology, philosophers and economists built forecasts and tried to predict the prospects and are still doing it.
For example, you can assess how much automation threatens your profession and how quickly robots will replace you by using Will Robots Take My Job.
Aristotle was the first to think about the possibility of transferring “work ” to machines.
In the first book of his Politics, he suggested that they could evolve to such an extent that the need for human labor would disappear.
For him, quite in line with the views of work at the time, as something distracting from participation in public life and personal development, this was an extremely optimistic forecast.
“Work ” in ancient Greece was considered to be the lot of the lower classes, and the mechanisms would only liberate slaves, considered nothing but“ machines of flesh and blood. ”
The reorientation of the economy to the export of wool led to the introduction of a policy of “enclosures ”.
The real competition of a sufficiently large mass of people technology for the first time was only more than a millennium and a half later in England.
At first, the reorientation of the economy to wool exports led to the introduction of a policy of “fencing ”, in which landlords expelled farmers from the fields in order to free the territory for sheep grazing, which led to the first massive surge of“ unemployment ” – albeit not in the current sense.
The then arising vagrancy and poverty contemporary of these events, the Chancellor of England and philosopher Thomas More described the famous "sheep ate people."
However, after a few decades it became clear that no – not eaten.
The former peasants were absorbed by the growing cities, where they found a new job in textile manufactures, processing the same wool obtained from shearing sheep.
This was the first example of how, by taking away one thing, “technology ” is able to offer something different.
But we must admit: the process of urbanization was painful, the work that replaced the cultivation of land turned out to be hard and dirty, the gap with the traditional way of life was very traumatic, and the population of England as a result of hunger and the fight against vagrancy, which was conducted, including the use of gallows, decreased, according to some estimates by 30% (to understand the scale - the Soviet Union during the Second World War lost "only" 15% of the population).
Workers in a textile factory, late 18th century.
The next episode of the confrontation between people and technology occurred a century later in the same field of light industry - the invention in 1785 by Edmund Cartwright of a mechanical loom increased labor productivity forty times.
Jobs that had just been lost were once again lost.
But again temporarily – after spinning machines, others appeared and all of them demanded new resources, and their extraction – new types of labor.
Manufactures were replaced by factories, and muscle strength by the power of steam obtained from coal.
Machine Destroyers
The Luddite movement.
This time, the changes that occurred were met with bayonets - there was a movement of Luddites.
Sabotage of work and direct action: attacks on factories and the destruction of machines caused a harsh reaction of the state, which sent troops to suppress the “army of Ned Ludd ”.
It is characteristic that no one at the top bothered to convey to the workers the idea that there will still be work for them, even if not the one to which they had time to get used.
The fact is that the “top ” themselves at that time did not think too much about how all this was arranged, and people were perceived as expendable material, while the inertia of consciousness of ordinary workers who had just recovered from the transition from the agrarian to the urban way of life was also very high.
The First Industrial Revolution at the beginning of the 18th century.
The theoretical basis for the interaction of technological innovations and the masses of labor began to be summed up only by economists and philosophers of the middle of the XIX century.
They were the first to suggest that the disappearance of certain types of work in the process of technological development entails the emergence of new ones, and “work ” as a whole is not something final, which may be“ not enough ”.
The First Industrial Revolution was in full swing and the optimism of its apologists only grew stronger over time.
By the end of the century, it seemed that progress would eliminate not only social problems and contradictions, but could also rid humanity of wars.
However, while some spoke of the "Luddite delusion", others spoke of the "enslavement of the masses" and the need to hand over to the "factory workers", predicting that as long as the instruments of production are in the hands of the big proprietors, their employees will remain disenfranchised, and the lack of social security will cause explosions of unemployment at any moment.
Second wave
The Second Industrial Revolution.
The word “unemployment ” came into being at that time.
The fact is that a peasant working in the fields or a craftsman who provides for the needs of himself and the small surrounding community could not face something like this - he himself formed his employment.
When the scheme of selling labor on a strict schedule became mass within the framework of fulfilling a strictly regulated set of duties, the challenge arose to lose such an opportunity.
The Second Industrial Revolution was on the way.
The basics of streaming production were laid at the end of the 19th century, and by the beginning of the 20th century, the combination of Ford ’ s marketing strategy (he invented that the car was not an attribute of the elites, but a mass need) and the conveyor he introduced led to new changes that went beyond factories and factories.
On January 18, 1886, the first car invented by Karl Benz was released.
It was the emergence of technology on the streets of cities that brought a new wave of competition.
Look at the photos of the streets of the beginning of the last century: here they are dammed with carts, among which a lonely clumsy car is trying to maneuver, but ten years later, the only horse frightened by the roar of engines and sobbing of klaxons is clutching to the sidewalks.
Here it will be important to note how unpredictable this jump became: “At the beginning of the 20th century, the French Academy warned about an environmental disaster, which inevitably should lead to the accumulation of horse manure associated with the development of horse-drawn transport in Paris, ” recalls, reasoning about the prediction of the future Stanislav Lem.
However, note: in those regions where human labor is cheaper, technology can not replace it, as we are shown, for example, rickshaws, until recently used their own muscle power and only with a sharp drop in the cost of small vehicles motorized.
A more modern example is “computer rickshaws ” – hundreds of thousands of low-skilled Chinese, hacked captchas all day, because their work costs less than the introduction of scripts.
Technological unemployment
The line of the American unemployed during the Great Depression.
In the 1930s, Maynard Keynes, who gave the world the theory of the “social state ”, from the attempts of which many economies have not recovered so far, introduced the term“ technological unemployment ” into mass circulation.
Since then, the debate about whether the introduction of new technological solutions and opportunities can create a long-term job crisis or whether everything is limited to repurposing, when obsolete professions are replaced by new ones, and it is enough for people to change or improve their skills.
Until the end of the last decade, most experts were inclined to believe that “technological unemployment ” is always a temporary phenomenon, leading to the renewal and improvement of the professionalism of workers.
Mechanical labor was replaced by physical labor, the operator - a profession more status and highly paid than the worker, the reduction of costs leads to the release of time - these are the main theses sounded then.
Pessimistic views remained largely the domain of marginals, such as Theodore Kaczynski, famous for his terrorist struggle against progress under the name of Unabomber and primitive philosophers.
Pessimism
The first full-fledged computer in the USSR BESM-1.
Cautious voices expressing doubts about the correctness of this approach sounded even then.
And if in one of his speeches in 1962, President Kennedy said that “if people are able to invent new machines that take away their jobs, even more so are able to invent new jobs, ” then two years later, a letter from scientists and activists concerned with the problem of technological unemployment, sent to his successor, Lyndon Johnson, stated that“ a revolution in cybernetics will create a separate nation of poor, unskilled unemployed. ”.
Theorists disputed the impossibility of long-term unemployment, as did Martin Ford in the book “Light in the Tunnel: Automation, Acceleration of Technology and the Economy of the Future ” or Marshall Brains in“ Robotic Nation ”.
Gasne-Peter Martin and Harald Schumann, in their Global Trap, describe a society in which the labor of twenty percent of the population is enough for the world economy to continue to develop.
There are those who see it as a threat and a danger, like Paul Krugmann in his article “Sympathy for the Luddites ” or Frey and Osborne in“ The Future of Work. ”
In addition, in practice, it turned out that technology is not so freeing up time – for example, representatives of professions requiring high qualifications, at least in the United States today work more than 30 years ago, and technologies that provide remote access to working tools allow them not to break away from professional tasks and in their “free time ”.
It is also important that new jobs, as it was noticed at the beginning of the XXI century, are created not so much by technology as by the change in the way of life that they entail.
So in the mid-2010s, nine out of ten working people are employed in professions that did not exist a century earlier, but only 5% of the jobs that appeared from 1993 to 2013 are in high-tech areas, such as IT or telecom.
However, the question is whether this does not mean that indirectly they still arise due to technologies that provide an opportunity for development for the service sector.
Is it bad?
A shot from the film "I, Robot" (2004).
Harvard economics professor Lawrence Summers, who previously served as U.S. Treasury Secretary, said in 2014 that he no longer believes that automation will always create new jobs and that it is not some hypothetical possibility in the future; it is something that is emerging now.
In his opinion, the changes will be very global and will lead to mass unemployment not only among low-skilled employees, but also for “blue ” and“ white ” collar workers, because “there are many reasons to think that the software revolution will be even more significant than the agrarian one. ”
The robot prepares food.
However, this is what allows us to look to the future with optimism.
Summers ’ s thought of the meaning of the digital revolution echoes the position of futurologist Alvin Toffler.
As early as 1970, in his book Future Shock, he wrote that by comparing the Digital Revolution with the Industrial Revolution, we downplay its significance and it would be more correct to draw a parallel with the exit of mankind from caves and the transition from hunting and gathering to agriculture and cattle breeding.
Potentially, this means that humanity is on the verge of an unprecedented, unknown written history civilizational leap of colossal proportions.
And, due to the fact that the speed of changes in the world has increased many times and now, the fact that in the case of the end of the Stone Age, took millennia, is being carried out in front of one, a maximum of a couple or three generations, this breakthrough, of course, will be painful.
However, having reviewed the usual way of life, the attitude to it and their values, will not humanity be able to break through to the conditions of life, previously even unimaginable.
"Terminator 2: Judgment Day" (1991).
We are easily accustomed to such changes in “work ” as freelancing and remote work, quite calmly came to a repeated change of professions, instead of a continuous, decades-long“ career ” and even were able to include them in your life, saying that this is the way to find yourself.
So is it not time to begin to accustom ourselves to the idea that, as economic historian Robert Skidelsky said, “Sooner or later we will run out of work ”?
After all, freelancing and remote employment are about freedom, about leaving the “office slavery ” and searching for the way of life that is convenient for us.
Yes, to get used to the idea that the traditional “work ” is over and now we will have to independently invent what to occupy ourselves will not be easy.
It will require responsibility, but it is freedom.
Isn ’ t it time for us, joyfully exclaiming “Glory to the robots! ”, to go in search of our place in the new world?
Why robots will take away your profession.
The fact that it is not only about robots, but also about the “work ” itself and the possibility of life without it, about the risks associated with negative scenarios of confrontation between people and machines and the possibilities of overcoming them, we will talk in the next parts of the cycle.
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The gig economy and decline of traditional employment have fueled the Luddite movement, as people feel left behind by rapid technological change.

Title:

Content: Hey tech billionaires, if you want to talk about radical change, let’s abolish venture capitalism

 / Source: GuardianAus

The future that technology elites like to imagine looks remarkably similar to the one we’re in

‘Any meaningful, progressive – and dare I say, hopeful – view of the future of technology must be willing to engage with its politics, history and consequences.’‘Any meaningful, progressive – and dare I say, hopeful – view of the future of technology must be willing to engage with its politics, history and consequences.’Do you support sustainability, social responsibility, tech ethics, or trust and safety? Congratulations, you’re an enemy of progress.

Andreessen lambasts academia for being “disconnected from the real world, delusional, unelected, and unaccountable – playing God with everyone else’s lives, with total insulation from the consequences”. I have never read a more apt description of Big Tech.

So why should we give this manifesto any time of day? As the co-founder of one of the world’s biggest venture capital firms, Andreessen holds significant power. And he’s far from alone in his thinking – the manifesto offers a glimpse into the belief systems of many tech billionaires. Echoes can be heard of Mark Zuckerberg’s infamous former motto:Tech elites like to cast themselves as radical revolutionaries. But we find ourselves in a relentless cycle of sameness. headtopics.com

Concealed within the rhetoric of tech progress is preservation of the status quo. The future that tech elites imagine looks remarkably similar to the one we’re in: unchecked power, consolidated wealth, low regulation and minimal consequences when technology proves to be harmful. If we want to talk about

It serves tech billionaires well to make it seem as though social progress is intrinsically linked to tech development. They cast themselves as our; here to save humanity provided they retain the power, capital and market dominance to do so. Anyone who dares get in the way is dismissed as backwards or ignorant. This mischaracterisation goes at least as far back as the early 1800s and the Luddite uprising. headtopics.com

Then as now, when elites misrepresent techno-scepticism as dangerous or backwards, they are trying to direct attention away from rational concerns about manifestations of power and profit.The brand of optimism wielded by prominent tech industry figures weaponises hope for a better future. It asks us to shy away from the political realities of technology as it stands in favour of a libertarian fantasy (or nightmare).

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Yuval Harari claims modern technology has made most people redundant, displacing many jobs.

Title:

Content: WEF Adviser Yuval Harari: ‘We Just Don’t Need the Vast Majority of the Population’ in Today’s World

Breitbart – by Robert Kraychik

Yuval Noah Harari, historian, futurist, and World Economic Forum (WEF) adviser, said, “We just don’t need the vast majority of the population” in the early 21st century given modern technologies’ rendering human labor economically and militarily “redundant.”

Harari’s remarks were made in an interview with Chris Anderson, the head of TED, published on Tuesday. He assessed widespread contemporary disillusionment among “common people” as being rooted in a fear of being “left behind” in a future run by “smart people.” Such fears are justified, he added, given his projection that emerging technologies will displace economic needs to many categories of existing work:

A lot of people sense that they are being left behind and left out of the story, even if their material conditions are still relatively good. In the 20th century, what was common to all the stories — the liberal, the fascist, the communist — is that the big heroes of the story were the common people, not necessarily all people, but if you lived, say, in the Soviet Union in the 1930s, life was very grim, but when you looked at the propaganda posters on the walls that depicted the glorious future, you were there. You looked at the posters which showed steel workers and farmers in heroic poses, and it was obvious that this is the future.

Now, when people look at the posters on the walls, or listen to TED talks, they hear a lot of these these big ideas and big words about machine learning and genetic engineering and blockchain and globalization, and they are not there. They are no longer part of the story of the future, and I think that — again, this is a hypothesis — if I try to understand and to connect to the deep resentment of people, in many places around the world, part of what might be going there is people realize — and they’re correct in thinking that — that, ‘The future doesn’t need me. You have all these smart people in California and in New York and in Beijing, and they are planning this amazing future with artificial intelligence and bio-engineering and in global connectivity and whatnot, and they don’t need me. Maybe if they are nice, they will throw some crumbs my way like universal basic income,’ but it’s much worse psychologically to feel that you are useless than to feel that you are exploited.

Harari contrasted the 20th century with the 21st while forecasting what he said is the current century’s and future economies progressively diminishing need for human beings. He said:

If you go back to the middle of the 20th century — and it doesn’t matter if you’re in the United States with Roosevelt, or if you’re in Germany with Hitler, or even in the USSR with Stalin — and you think about building the future, then your building materials are those millions of people who are working hard in the factories, in the farms, the soldiers. You need them. You don’t have any kind of future without them.

“Now, fast forward to the early 21st century when we just don’t need the vast majority of the population,” he concluded, “because because the future is about developing more and more sophisticated technology, like artificial intelligence [and] bioengineering, Most people don’t contribute anything to that, except perhaps for their data, and whatever people are still doing which is useful, these technologies increasingly will make redundant and will make it possible to replace the people.”

https://www.breitbart.com/economy/2022/08/10/wef-adviser-yuval-harari-we-just-dont-need-the-vast-majority-of-the-population-in-todays-world/

Resistance to new technologies can stem from unfamiliarity, internal challenges, and poor management.

Title:

Content: The old management team has challenged the reform for six years.
Business Edition 2022 / 12 / 08
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When Cheng Hsing plastic products innovation, it is inevitable to face internal challenges. Its CEO Hu Li-heng said that the old management methods make the efficiency not keep up with the demand, but to switch to data operation, but internal conflicts, because the "old subjects" are more resistant to the unknown, and the family in the past management, will not use data processing.
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Supervisors opposed to new technologies can create significant resistance, so it's essential to address their concerns and involve them in decision-making.

Title:

Content: How can you say "two" when your boss says "one"? 3 If you don't hurt him, he will listen to you.
Author: Half-House Potato
Published: Updated:
It has always been an art. If you hold it well, you can make him like you even more. If you hold it badly, then life will be very sad.
Today, we will share with you some of the language skills of rejecting old children.
Identity.
Everyone will have an identity, from the more real "company elder" to the more ethereal "entrepreneur", "thinker", "dreamer"... and so on.
And the first step in rejecting the old child is to identify with the old child first.
For example, you could say:
“If you are in charge, the company will do better. ”
． “If the company wants to survive, it must continue to open innovative projects, and the entrepreneurial spirit is absolutely indispensable! ”
"If a man has no dream, then he is no different from a salty fish!"
It is much easier for the old to accept the identity of the old and the young before they come up with a solution different from the old and the young.
Related: FBI Taught You 4 Ways to Improve Your Workplace Feelings
+ 10
Identity Belief
Everyone always has some beliefs, the old and young beliefs may be: customer first, clear records are essential, internal communication is the cornerstone of unity... and so on.
Belief in the Old Testament is the same as believing in the Old Testament.
For example, you could say:
“Of course, the customer is first! ”
"The company on the track must have a clear record!"
“Effective communication is the foundation of creativity! ”
And then you say, “We have a lot of options to do these things, for example … ”
Identifying ability
Successful seniors must have considerable personal skills, including experience and insight.
Although the plan proposed by the old son is based on his experience and insight, there are always other different plans for the old son to play a role.
For example, you could say:
“Your plan is good, but I think of another plan that can make the most of your experience! ”
“This is an ideal solution, but if you make some changes, it will be easier to implement your insights! ”
“This program is a waste of your valuable experience, why don ’ t we think about other options? ”
Then you come up with your ideas.
Ending language
These tips, in fact, revolve around a central idea: “You buy others, others will buy you. ”
When we are satisfied that the deep things that support the old and the old are: identity, belief and ability, then the shallow things, that is, the plan, have a great deal of room for discussion.
(Extended reading, more workplace survival tips)
You don't understand the three reasons why you should complain.
+ 11
"One reason" is that the boss is so mean.
+ 4

Education and training programs can be tailored to different learning styles to address resistance to new technologies.

Title:

Content: Breaking news.
6 Challenges Facing Digital Transformation in Education
6 Challenges Facing Digital Transformation in Education
Educators have identified six challenges facing education with digital transformation related to teachers, students and parents, after distance education forced major changes in programs and curricula, and the emergence of a partnership between family and school.
In a seminar held by the Forum on Tuesday in Qatif on the occasion of World Teachers Day, a number of educators addressed the most important challenges facing education, including the emergence of different social patterns, the large number of teachers and their needs, the multiplicity and diversity of training programs that conflict with the teacher ’ s obligations and basic tasks, the lack of technical equipment and digital companies specialized in education, the lack of comprehensive databases for teachers ’ needs.
Digitization and transformation
The accredited quality auditor for e-learning, Dr. Fatima Al-Brahim, said that there is a difference between digitization and digital transformation, as the first means that one of the most prominent challenges of digital transformation is the emergence of different social patterns, some of which are enthusiastic to adopt technology and others reject it because of fear of using it and not knowing its feasibility, and being a burden on the teacher to learn and practice. It requires only supervision and guidance by the teacher and the development of self-education skills and give learners the opportunity to learn in their own way, where the same methods are not required for all learners.
The challenges of teachers
The training supervisor at the Education Office in Qatif, Jawzi Al-Melehi, stressed the importance of keeping up with the knowledge and the rapid digital changes in education systems, as there is a category of teachers who were proactive in dealing effectively with digitization and dealing with content such as digital skills and others. She added that one of the most important tasks in education is the need to continue training programs and practice without interruption, and the exchange of experiences between teachers themselves, and everyone has made great efforts during the pandemic, including providing devices to students through community partnerships, and completing the required technical skills.
Future careers
The talented teacher Ghassan Al-Shuykh addressed the subject of future professions, pointing out that the professions of children are still the same in the last two generations despite the great transformations that have taken place in the world and the transition from one revolution to another, because of the limited horizon that remains closed on its narrow environment and does not understand the dimensions of these major transformations. Informatics and life and work skills, and what is required to prepare students and qualify them for life and the future through programs to develop thought, deal with others and solve life problems.
The 6 challenges
The emergence of different social patterns, some eager to adopt technology and others rejecting it
The number of teachers and the number of their needs
The diversity of training programs that conflict with the obligations of the teacher and his basic tasks
Weak technical equipment and digital companies specialized in education
Lack of comprehensive databases for teachers' needs
The emergence of new rules in education has made the student the focus
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Companies use innovative technology to improve on-the-job training for hesitant employees.

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Content: Subscribe to Entrepreneur for $5
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How Companies Are Using Innovative Technology to Improve On-the-Job Training

A new era of learning and development has emerged, in which companies induct employees into the company's workplace culture through programs tailored to each company, its expectations and its core values.

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Opinions expressed by Entrepreneur contributors are their own.

Since the dawn of time, methods have existed for to perform new or unfamiliar tasks. From facilitating mentorship between highly competent colleagues and other employees to developing user manuals for technical skills, most already have the resources necessary to train their workforce.

But the question arises: Why are companies now choosing to develop new-era on-the-job training programs?

Adaptability is crucial in the modern business world. New platforms, markets and technologies appear to emerge every quarter, making each new venture risky, because the environment is susceptible to change at any moment.

A rise in the number of employees working remotely or through a hybrid model has necessitated these rapid changes in the workplace and industries. Even if a company can adjust its goals and strategy to accommodate these changes, it is an entirely different challenge to ensure that its employees have the skills necessary to adapt rapidly.

Related: 6 Ways to Keep Your Employees Learning At Work

How are companies utilizing technology to create innovative on-the-job training programs?

Companies incorporate technology into training programs in a variety of ways. Three of the most innovative include:

Opening up future-oriented education to all:

Offering free training via the internet is part of a larger movement to make information readily available and empower individuals to determine their futures. From to tutorials, it is evident that the internet is revolutionizing education, particularly skill-based education.

Companies have noted this change. They have begun offering skill-based training programs to talented individuals outside the organization.

TheSoul Publishing is an example of a company that has previously opened up its on-the-job training programs to offer educational experiences to everyone. It transformed its internal Boost Academy into three future-focused camps open to the public. This allowed TheSoul to provide practical training methods that have helped individuals learn skills such as social media management, animation and video production.

Immersive technology:

Immersive training utilizes the power of next-generation technology to develop human-centered on-the-job training programs. They are individualized and do not assume that all employees learn in the same manner and at the same rate.

Immersive technologies combine the physical and digital worlds, including virtual reality (VR) and augmented reality (AR). This technology enhances the elements of the most effective forms of on-the-job training, such as gamified online platforms and demonstrator videos aimed at particular skills.

Additionally, VR and AR experiences increase employee engagement to new heights. Employees participate in a hands-on, practical manner by manipulating objects in a digital environment. Thus, employees can perform tasks independently while being permitted to make mistakes from which they can learn and enhance their skills.

Remote onboarding:

A 700-page training manual with a mile-long table of contents may be exhaustive, but it is not engaging for employees.

Another complication is that it is becoming increasingly common for new employees to be onboarded without ever setting foot in a company's office — if the company even has a physical office space. Companies have started re-onboarding employees in response to the rapid technological change occurring across all industries to ensure they can utilize the new technologies they have implemented.

Companies can make training significantly more engaging, exciting and digestible by leveraging the dynamic and integrated nature of the latest tools. Employers can ensure employees are truly absorbing and contextualizing content by incorporating entertaining and informative videos and gamification into their programs.

Related: Gamified Training: An Infallible Way For Employee Engagement

How on-the-job training programs can benefit from new technologies

Workforces become progressively more flexible:

New technology permits the company-wide implementation of more effective training programs. Digital methods for teaching employees skills are significantly less expensive than traditional, pre-pandemic methods.

A workforce can become flexible and adaptable to whatever the business world throws at it if training is facilitated at the level of the individual employee and the entire organization.

When you have well-trained employees, the attitude that "this is not really part of my job" will disappear. Although you shouldn't train each employee to do everything, training can expand an employee's capabilities beyond the minimum requirements of their initial role. When it comes to unfamiliar tasks, the "no-can-do" philosophy disappears. Instead, employees ask, "Where can I learn how to do this?"

Then a new issue arises: Employees wonder, "Will my boss be upset if I take the time to educate myself?" Therefore, companies must foster an environment in which employees are encouraged and empowered to pursue additional on-the-job training so that employees feel comfortable acquiring new skills. It produces long-term benefits for both the employer and the employee.

Progress evaluation is streamlined:

When it comes to ensuring that employees comprehend complex technical procedures, adhere to essential guidelines and comply with health and safety protocols, companies must do more than simply provide lengthy documents and assume that employees will retain all the information.

This information must be assimilated thoroughly. Companies must determine whether employees have comprehensively understood the topic. Using technology's adaptability, companies can evaluate an employee's progress in real-time using multimedia tools such as games, quizzes and videos. The company can then determine if the on-the-job training was effective or if modifications are required.

Related: Where to Deploy Innovative Tech to Create a More Flexible, Engaging Organization

Employers must adopt the philosophy that if you continue to train, teach and develop your employees, you will always have the most qualified candidates in the roles — this is especially beneficial if the company's industry makes it challenging to recruit skilled workers.

On the other hand, this type of philosophy is also attractive to potential employees who not only want to get paid, but also want to develop their own sets of skills via the on-the-job training opportunities the company provides. Improving and expanding access to skill-based training will always benefit both employers and employees.

Entrepreneur Editors' Picks

Immersive technologies like VR and AR enhance employee engagement through interactive education and training programs.

AI-powered training tools can help resistant employees by providing personalized plans and analyzing their learning patterns.

Title:

Content: They believe that it hinders students from using modern learning techniques.
Teachers: Traditional training programs are not aligned with artificial intelligence
Teachers in private schools called for a review of the training programs implemented by schools annually, pointing out the need to develop them to suit the modern education system, in addition to providing training programs for teachers to deepen their educational awareness, and provide them with advanced teaching methods in line with the great technological development that occurred during the last five years, instead of focusing on assignments and job burdens.
For its part, the Department of Education and Knowledge in Abu Dhabi called on teachers to develop themselves professionally through participation in professional development activities, periodic self-evaluation of their performance, and the definition of continuous development priorities, noting that teachers should be ambitious in their pursuit of excellence for the benefit of their students and the school community.
In detail, teachers working in private schools with different curricula, Mohammed Ali, Reem Bahaa, Caroline Alian, Mira Suleiman, Sara Elia and Rami Youssef, stressed the need to raise the level of teachers ’ performance and increase their creativity, use modern methods, and enhance their expertise by revising and updating their training programs, improving and developing the existing ones on a continuous basis. Effective, equipping learners with the skills needed to succeed in an ever-changing world.
They pointed out the need for private schools to provide opportunities for education and continuous development of skills and training on modern teaching methods, and ways to employ technology in performing their functions efficiently, to keep pace with technical and applied developments in the field of education, which reflects on the quality of outputs in all educational stages.
Teachers Sami George, Thamer Hassan, Lama Gad and Zainab Ammar said that schools still implement traditional training programs, which are divided into three types, including theoretical training, which is one of the oldest training methods, based on lectures and theoretical explanation of information, and training with games to motivate trainees and make them more interactive with the content of training, in addition to training on joint projects to improve teamwork skills.
They stressed the need for teacher training programs to focus on the mechanisms of technical transformation in the field of education, the use of artificial intelligence in the field of education, ways to identify and allocate appropriate educational plans for each student, analysis of student behavior and learning patterns, how to build an interactive community for each semester, and access to educational sources with valuable and reliable information.
For its part, the Department of Education and Knowledge (DoE) stressed that CPD covers the activities carried out by the administrative, teaching and technical bodies in schools to improve their skills and the effectiveness of their work. The development includes a wide range of activities, training courses and staff development programs.
The Department stipulated that each school must provide members of administrative, teaching and other bodies with at least 25 hours of professional development annually free of charge, provided that the hours allocated to training and professional development programs are not counted among the teachers' teaching burdens, noting that it follows through licensing, inspection and monitoring visits the commitment of schools to this requirement, and requires evidence to prove how schools use professional development hours.
She stressed that teachers should work to develop themselves professionally through cooperation with other teachers, participation in professional development activities, self-assessment and prioritization of continuous development, noting the importance of the teacher being ambitious in his quest to achieve excellence for the benefit of his students and the school community as a whole.
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Virtual reality can train employees in a simulated environment, helping them adapt to new technologies.

Title:

Content: Metaverse and AI onboarding tools Bank of America have enabled 200,000 employees to experience immersive learning
Journalist Ni Haoxuan / Comprehensive Report
Meta, Facebook ’ s parent company, reported its second-quarter earnings on the 26th. The metaverse division ’ s cumulative losses have exceeded $40 billion since 2021, but Mark Zuckerberg remains convinced that immersive online experiences will become the norm in the coming years.
Indeed, the concept of a metaverse immersive experience has many applications, such as Bank of America, which is introducing AI and VR devices into its new employee training courses, allowing employees to seamlessly experience interactive teaching in the virtual world of the metaverse.
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According to Bloomberg, John Jordan, head of Bank of America ’ s Academy, said that through AI and VR devices, employees can immerse themselves in the metaverse, and even new employees can quickly gain a lot of experience through simulation exercises.
Bank of America said the virtual technologies were used to help train employees on how to soothe angry customers or stay calm during a robbery, as well as to introduce company history and employee benefits, as well as branch tours.
According to Bank of America, more than 200,000 employees around the world have been trained through virtual technology.
Mike Wynn, head of innovation design, said that the immersive experience provided by the technology helps to simulate employee and customer conversations. It is difficult to simulate such situations in traditional teaching, but with VR equipment, you can easily become nervous, as if an angry customer is really in front of you.
Teaching and training is indeed one of the many uses of the metaverse. The British School of Reardon House has previously conducted a pilot metaverse education, allowing students to wear VR glasses and conduct interactive teaching in the virtual world.
Interpol also trains passengers through screening and document examination in the virtual world of the metaverse.
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Organizations should establish clear training goals that align with overall business objectives.

Title:

Content: Understand the importance of CRM training
Implementing a new customer relationship management (CRM) system can have a significant impact on your business, streamline processes, and improve customer interactions.
However, in order to make the most of your CRM investment, it is vital to provide effective training for your employees.
Proper CRM training offers multiple benefits, such as:
• Increase adoption: When staff are well trained on a CRM system, they are more likely to adopt new procedures to make the transition smoother and maximize your return on investment in CRM software.
• Increase Productivity: Thorough training enables your team to skillfully use CRM systems, automate workflows, and minimize manual tasks, ultimately leading to increased productivity and efficiency across the organization.
Improve data accuracy: Train your employees on how to process data within a CRM system, ensure that the data entered is accurate and up to date, provide better insights and support data-driven decisions.
• Optimize CRM functionality: Comprehensive training helps team members understand the full capabilities of CRM and how to use these capabilities to effectively support their daily work.
In addition, it enables employees to better manage contacts, track and analyze customer interactions, and automate the sales process.
Increase employee confidence: Proper training can give your employees the confidence to use the CRM system effectively, resulting in increased job satisfaction and morale.
In summary, proper CRM training is an essential element in unlocking the full potential of a system that can help your organization improve customer relationships, increase sales, and streamline business processes.
Establish clear goals and objectives
To develop an effective CRM training plan, you first need to establish clear goals and objectives.
Determining what you want your employees to achieve at the end of your training will help you develop a tailored, structured plan to meet specific needs and desired outcomes.
When setting goals and objectives for your CRM training, consider the following guidelines:
Align training goals with business goals: Make sure your training goals are aligned with your overall business goals, such as improving customer relationship management, increasing sales revenue, or streamlining internal processes.
Identify key CRM features: Determine which features of a CRM system are most relevant to your business and prioritize them in training.
For example, if your business relies heavily on email marketing campaigns, make sure your team is trained to use these features effectively.
• Consider employee roles and responsibilities: Different employees may require different levels of expertise, depending on their roles and responsibilities.
Classify employees according to their job functions and set training goals based on their specific needs.
Set measurable training outcomes: Establish clear, measurable outcomes so you can evaluate the effectiveness of your training program.
These results can include adopting a CRM system, reducing data entry errors, or improving response times to customer inquiries.
By defining clear goals and objectives, you create the conditions for a successful CRM training program to meet the unique needs of your organization and employees.
Create a comprehensive training program
A comprehensive CRM training program plays a key role in ensuring that employees have the necessary knowledge and skills to effectively utilize a CRM system.
Here ’ s how to create a comprehensive training program for your custom CRM system:
1.
Conduct a needs analysis: identify skills and knowledge gaps in your employees when it comes to CRM.
In consultation with managers, prioritize training topics and assess staff readiness.
2.
Design a suitable syllabus: Develop a syllabus that covers the basic features of CRM, best practices, and usage guidelines.
A balanced curriculum must be created, gradually covering both basic and advanced topics.
3.
Choose the right training resources: Choose the most effective training resources for your team, such as face-to-face training sessions, webinars, e-learning courses, video tutorials or hands-on exercises.
Keep in mind that employees may have different learning preferences, so offering multiple forms of resources can satisfy all learning styles.
4.
Develop a training plan: Develop a flexible training plan that adapts to the schedules of different employees so that they can participate in training sessions without affecting their normal work tasks.
5.
Involve management: Ensure that management supports training programs and encourages employee engagement.
This can help increase employee engagement and commitment to adopting a CRM system.
6.
Make a list of support and enhancement programs: Develop a post-training support program that includes one-on-one tutorials for reviewing course webinars, as well as access to useful resources such as video tutorials and user guides.
Ongoing support will help consolidate what has been learned and improve the adoption of CRM systems among employees.
Creating a comprehensive CRM training program is critical for a smooth transition to a new system and maximizes the positive impact of a CRM system on your business processes.
Choosing the right form of training
The effectiveness of employee training on a new custom CRM system depends largely on choosing the appropriate form.
Different training methods cater to different learning preferences, available resources, and organizational requirements.
Here are some of the main forms to consider when training employees to use a custom CRM system:
• Instructor-led training: This traditional approach involves face-to-face or virtual courses led by experts.
The advantage of this form is that it provides direct interaction between the trainer and the trainee.
Staff can ask questions, clarify doubts and receive personalized attention.
For larger organizations, however, instructor-led training may not be well extended and scheduling courses can be a challenge.
• E-learning courses: E-learning platforms provide a flexible, economical option for CRM training.
Online courses can include recorded videos, interactive modules, quizzes and assessments.
Employees can access this content at their convenience, and training can be standardized across the organization.
Using e-learning platforms, it is easier to track progress and generate analytical results; however, they may lack the charisma of instructor-led training.
• Webinars: Webinars, or live webinars, are useful for delivering training courses to a wider audience.
They can include presentations, presentations and question-and-answer sessions.
While webinars can be recorded and accessed later, they require an internet connection and may suffer from technical difficulties.
• Video tutorials: Video tutorials provide step-by-step instructions on using specific CRM features and features.
They are easily available and can be paused or replayed as needed.
However, creating video content can be time-consuming and can become obsolete as custom CRM evolves.
Practice: Practice helps employees learn by doing and encourages them to try out the features and functionality of a CRM system in a secure and controlled environment.
This approach can be combined with other forms of training for a comprehensive learning experience.
When choosing the right format, consider factors such as the size of your organization, employee preferences, available resources, and budget.
Also, keep in mind that combining various forms in a blended learning approach can satisfy different learning styles and maximize the effectiveness of the training.
Incorporating real-world examples and scenarios
When training employees on a new custom CRM system, it is important to demonstrate the practical application of the software.
Incorporating real-world examples and scenarios into training courses not only enhances understanding, but also motivates employees by demonstrating the value of the system and its relevance to their daily work.
Here are some tips for incorporating real-world scenarios into CRM training:
1.
Analyze common situations: Identify the most common challenges and opportunities in different departments that can benefit from a CRM system.
Use these situations to create scenarios that illustrate how CRM simplifies operations, improves efficiency, and grows the business.
2.
Maintain contextual affinity: Ensure that programs resonate with employees by using their roles, industries, and the specific situations they face on a daily basis.
Create affinity scenarios, increase engagement, and help employees grasp concepts faster.
3.
Encourage problem solving: Develop interactive scenarios that require employees to apply their newly acquired CRM knowledge to find solutions.
These exercises can develop problem-solving skills and promote a deep understanding of system functions.
4.
Include case studies: Demonstrate success stories or case studies that demonstrate how an organization can leverage a customized CRM system to overcome obstacles or achieve goals.
Drawing inspiration from real-world experiences can motivate employees and build confidence in the capabilities of the system.
5.
Provide opportunities for collaboration: Encourage employees to participate in group exercises or collaborative projects involving CRM systems.
Collaboration facilitates knowledge sharing, learning from peers ’ experiences, and building a sense of teamwork.
Integrating real-world examples and scenarios into CRM training ultimately helps employees understand how to apply knowledge to practice and develop practical skills to effectively utilize the system.
Measuring success and providing support
To develop a successful CRM training program, you need to constantly evaluate its effectiveness, adjust based on feedback, and provide ongoing support to employees.
Here are some ways to measure the success of CRM training and provide ongoing support:
Track Key Performance Indicators (KPIs): Establish KPIs that align with your training goals.
Some KPIs to consider include user engagement, data quality, increased productivity, and improved customer satisfaction.
These indicators are regularly reviewed to assess the impact of training, identify areas for improvement, and make data-driven decisions to optimize training programs.
• Collect feedback: Collect feedback from employees on the quality, content, delivery style and overall satisfaction of the training program.
Feedback can help identify gaps in learning, needs for additional training, or improvements in the form of training.
• Provide refresher courses: Over time, employees may forget certain features or need to have a deeper understanding of the CRM system.
Provide refresher courses, webinars or seminars to keep knowledge fresh and updated.
• Provide on demand materials: Develop support materials such as video tutorials, user guides, and FAQs to make them easy to access, even after the training session is over.
These materials can serve as a valuable resource for troubleshooting and quick review.
Build a support team: Designate a dedicated support team to handle technical questions, answer questions, and resolve issues related to the CRM system.
Having a team of experts readily available is essential for a seamless onboarding process and maintaining confidence in the CRM system.
Building a successful CRM training program requires ongoing evaluation and support.
By investing time and resources, developing a comprehensive training program, choosing the right format, integrating real-world examples, and measuring progress, you can ensure that your employees are proficient in using the new custom CRM system to maximize productivity and achieve your business goals.
Customize CRM Development with AppMaster
Developing a customized CRM system based on your business needs can help you better serve your customers, streamline internal processes, and increase overall productivity.
By using the power of AppMaster, you can take advantage of a no-code platform that lets you develop web, mobile, and back-end applications specifically designed for your business.
Here are some reasons why AppMaster is a great choice for developing a custom CRM system:
Visualized interface and customizable components
With AppMaster, you can leverage the platform ’ s visual interface, drag-and-drop capabilities, and customizable components to create a user-friendly CRM system.
The platform ’ s versatility allows you to use a visual business process (BP) designer to design everything from user interfaces to back-office components.
In addition, the visual interface makes it easy to design a CRM system without requiring any technical expertise, ensuring a smooth and streamlined process of creating a solution that meets your organization ’ s requirements.
Accelerated development and deployment
One of the main advantages of using AppMaster is its ability to speed up the development and deployment process.
By generating real applications from scratch every time a blueprint is modified, the platform eliminates technical debt and greatly reduces the time and effort required to build a new CRM system.
In addition, the platform is designed to support highly scalable enterprise solutions, making it ideal for organizations seeking customized CRM systems that can grow with the enterprise.
Cost-effective solutions
Developing a customized CRM system with AppMaster is a cost-effective solution compared to traditional development methods.
The platform offers a variety of subscription plans for different business needs, catering to a variety of needs from start-ups to enterprise organizations.
In addition, AppMaster, which offers special offers for startups, education, nonprofits, and open source organizations, offers budget-friendly options for those looking for customized CRM solutions.
Seamless integration with existing systems
An important aspect of any CRM system is its ability to seamlessly integrate with other systems or software. AppMaster facilitates this process by providing robust REST APIWebSockets support to ensure smooth interoperability between your custom CRM system and other applications.
This integration makes it easier for your employees to transition to a new CRM system and helps them leverage its capabilities without disrupting current workflows.
Ongoing support and updates
AppMaster provides ongoing support and updates to ensure your custom CRM system stays up to date and is equipped with the latest features.
The platform also offers a comprehensive knowledge base, frequently asked questions, and video tutorials to help your team understand the capabilities of the platform and improve their skills in using a custom CRM system.
Customizable training and support
By using AppMaster to create your custom CRM system, you have the flexibility to design training and support materials to suit your organization ’ s unique needs and workflow.
This tailored approach can make it easier for your employees to adopt new systems and increase productivity.
Using AppMaster for customized CRM development offers many benefits for businesses looking for customized solutions.
The platform ’ s intuitive, no-code environment simplifies the development process, while its scalable, cost-effective and feature-rich applications enable businesses to deliver a seamless customer experience and streamline internal processes.
By leveraging AppMaster in your custom CRM development, you can ensure a successful training process for your employees and unlock the full potential of your CRM system.

Leaders play a crucial role in providing employees with learning opportunities and helping them see the value of new technologies.

Title:

Content: As a company leader in Tennessee, here is how I have learned to help employees thrive

I’m often asked about career development and if there are differences between what employees valued pre-COVID vs. today. At our most fundamental level, I believe people haven’t changed.

We want to be our best selves and grow in our careers. What’s changed is how we’re able to accomplish that.

I think about this like a microscope that’s zoomed in much closer than how we looked at things pre-pandemic.

Our daily work often occurs at any point during the actual workday. We have so many more employees working remotely, but they’re often spending less time engaging with people in person, less time moving to other spaces, and more time looking at the screen in front of them. They’re getting their work done, but often are asking themselves, “What else am I getting out of this activity? What more can I learn to do?” They want to flex that muscle.

Why engagement and conversation are so important for leaders

The key for leaders is to ensure their employees have these opportunities to learn, grow, interact, and see new possibilities even within their current roles. I manage talent development initiatives in my role at BlueCross, and we’ve taken a fresh look at everything.

In our remote-first environment, we needed to create programming to bring our existing employee resources to life, increase accessibility for all, and help team members unlock the pathways in front of them.

As a company, we’re focused on these components:

  • Improve collaboration, culture and connection

  • Enhance well-being programs and participation

  • Recruit and retain tech and digital talent

  • Create a signature onboarding experience

  • Launch comprehensive leader development program

Our starting point was engagement and conversation, with leaders working with their teams to identify key areas of commitment. Then together they can set individual goals that align with desired outcomes for our company and for our members’ well-being. It’s part of our intentional approach to ensuring every employee knows they’re valued, they have a path, and we're helping them get there.

Our ultimate goal for this initiative is growth and success for every individual. But we also had to recognize that some employees are comfortable with their jobs and aren’t necessarily looking to advance in a traditional sense. How do we provide opportunities for them to broaden their capabilities and see the value in doing so? This goes back to communicating to these employees how they contribute to organizational success, and that they’re valued.

A common language can create a path toward better achievement

As an organization, we’re also looking to the capabilities of generative artificial intelligence to help us enable employees to be more proficient and efficient in their work. We’re so often driven to just complete the next task.

So when sometimes-mundane tasks take up more time than they should, we don’t get to bring all our passion and heart into our most meaningful contributions. By creating a common language for our employees to be comfortable with this technology, the quicker they adopt it — and we’re better able to provide opportunities for strategy and innovation at every level, no matter the role.

Leaders are teachers, so we must remember that no matter who we’re talking to, we have the ability to influence their path to accomplish more than perhaps they thought possible. And for every company, helping employees reach their potential ultimately translates into better customer experiences.

 Michelle Sermon-Davis is chief learning officer at BlueCross BlueShield of Tennessee.

This article originally appeared on Nashville Tennessean: Leadership: Here is how employers can help employees grow and achieve

Recognizing employee contributions helps them adopt new technologies and see their value.

KPIs can measure the effectiveness of education and training programs in reducing resistance to new technologies among employees.

Title:

Content: Invest in PowerHouse
Key Performance Indicators (KPI)
Key Performance Indicator (KPI) refers to the most important indicator to measure the effectiveness of a management work, is a data management tool, must be objective, measurable performance indicators.
The most important thing about KPI is that it can be digitized.
Column: Financial Glossary
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Change management in training programs helps address resistance to new technologies and is evaluated using performance indicators.

Title:

Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
For the third day.. Local Development continues to train secretaries of all governorates of Upper Egypt
The training program for the Secretaries of Upper Egypt, implemented by the Ministry of Local Development in coordination with the Dutch Federation of Municipalities (VNG) as a consultant to support the implementation of the local development program in Upper Egypt, continued its activities for the third consecutive day.
This comes in light of President Abdel Fattah al-Sisi ’ s interest in building the capacities of local administration leaders, and the dissemination of good practices of the local development program in Upper Egypt in the governorates of Sohag and Qena on the rest of the governorates, especially Upper Egypt, to benefit from them in accelerating the implementation of development programs.
Major General Hisham Amna, Minister of Local Development, pointed out that the plan includes several key areas, including change management, integrated local planning, application of environmental and social considerations in local administration projects, developed practices in the implementation and follow-up of projects, asset management and linking them to maintenance, operation and local economic development, institutional mechanisms and budget preparation according to performance indicators and progress achieved in governorates. It is required by the plan to disseminate practices, and provide them with the skills of change management, results management, work environment management and strategic management, so as to contribute to accelerating the achievement of the objectives of integrated development, and to bring about comprehensive economic and social development change, and push the wheel of development in the neediest areas in Upper Egypt.
Major General Amna stressed that the training program for the secretaries of all governorates of Upper Egypt, focusing on the concepts of change management, how to analyze management and staff patterns, how to deal with resistance to change, when change is necessary, and how to bring it about in order to improve the performance of governorates and develop the administrative structure. With practical training, through workshops that are implemented in the training program, to apply the latest developments and methods of modern management in the field of local development, and to reach new solutions and ideas outside the box can contribute to solving the problems that the municipalities are working to solve.
The Minister added that the training program today included a number of axes, including the development of change leadership plans, impact indicators, citizen satisfaction, the development of indicators and measures of success in the change process and management effectively, and control the results to reach the targets in time with the same success expected, pointing out that the training program will greatly help the executive leaders in developing plans and solutions to the problems facing the governorates of Upper Egypt. for the state.