How I’m picking stocks for the long term in 2021

first_img Enter Your Email Address I’m sure you’ll agree that’s quite the statement from Motley Fool Co-Founder Tom Gardner.But since our US analyst team first recommended shares in this unique tech stock back in 2016, the value has soared.What’s more, we firmly believe there’s still plenty of upside in its future. In fact, even throughout the current coronavirus crisis, its performance has been beating Wall St expectations.And right now, we’re giving you a chance to discover exactly what has got our analysts all fired up about this niche industry phenomenon, in our FREE special report, A Top US Share From The Motley Fool. Renowned stock-picker Mark Rogers and his analyst team at The Motley Fool UK have named 6 shares that they believe UK investors should consider buying NOW.So if you’re looking for more stock ideas to try and best position your portfolio today, then it might be a good day for you. Because we’re offering a full 33% off your first year of membership to our flagship share-tipping service, backed by our ‘no quibbles’ 30-day subscription fee refund guarantee. See all posts by Edward Sheldon, CFA Strong cash flows from operations. Edward Sheldon owns shares in Apple, dotDigital and Keywords Studios. The Motley Fool UK owns shares of and has recommended Apple. The Motley Fool UK has recommended dotDigital Group and Keywords Studios. Views expressed on the companies mentioned in this article are those of the writer and therefore may differ from the official recommendations we make in our subscription services such as Share Advisor, Hidden Winners and Pro. Here at The Motley Fool we believe that considering a diverse range of insights makes us better investors. Image source: Getty Images How I’m picking stocks for the long term in 2021 Click here to claim your copy now — and we’ll tell you the name of this Top US Share… free of charge! Our 6 ‘Best Buys Now’ Shares A strong balance sheet with low debt. “This Stock Could Be Like Buying Amazon in 1997” Edward Sheldon, CFA | Friday, 22nd January, 2021 When it comes to picking stocks for the long term, there are many different approaches investors can take. Some investors like to go for ‘value’ stocks, which are those trading below their true value. Others like to invest in ‘growth’ stocks, which are those growing faster than average.My own personal stock-picking strategy combines growth, ‘thematic’, and ‘quality’ approaches. In other words, I look for companies benefiting from big, powerful growth themes that also have the high-quality attributes billionaire investor Warren Buffett looks for in a business.5G is here – and shares of this ‘sleeping giant’ could be a great way for you to potentially profit!According to one leading industry firm, the 5G boom could create a global industry worth US$12.3 TRILLION out of thin air…And if you click here we’ll show you something that could be key to unlocking 5G’s full potential…I’ve found this approach has the ability to generate powerful returns over the long term. Here’s a look at my strategy in more detail.Picking stocks: my first stepWhenever I’m analysing a company, the first thing I do is look at its long-term growth potential. I look to see if it’s in a high-growth industry and whether it’s poised to benefit from a dominant long-term growth theme.Companies in higher-growth industries generally have a better chance of generating sustainable revenue growth. This is what you want as an investor as it tends to lead to long-term share price growth.Some examples of higher-growth industries include online shopping, electronic payments, and cloud computing. All of these industries are set to grow by at least 10% per year in the next five years.I like industry leaders Next, I look to see if the company has a sustainable competitive advantage (an edge over its rivals). I’m looking for companies that are leaders in their industries.A competitive advantage is one of the first things Warren Buffett looks for. That’s because, without this, a company may not be able to protect its profits. A focus on quality After identifying leading companies in higher-growth industries I then look at the financials. Here, I look for: A good dividend growth track record. A good revenue growth track record. I like to see growth of 5%+ per year over the last five years as well as forecast growth of 5%+ for the next few years. A high return on capital employed (ROCE). This measure of profitability is one of the first metrics Buffett looks at. I like to see an average five-year ROCE of 15%+. Occasionally, I’ll invest in a company that’s not yet profitable. But not very often. I’ve found that by focusing on companies that are already profitable, risk is reduced significantly.ValuationFinally, I look at the valuation. I don’t like paying a sky-high valuation for a stock. However, I’m not afraid to pay more for a high-quality company. Plenty of stocks I buy have P/E ratios in the 25-30 range. As Buffett says, it’s better to buy a fantastic company at a fair price than a fair company at a fantastic price.Picking the best stocksOverall, I think this is an effective way of picking stocks for the long term. I use this strategy to find stocks of all sizes in multiple different markets. In recent years, this approach has delivered strong results for me. Some examples of my winners include Apple (+200%), dotDigital (+650%), and Keywords Studios (+130%).In 2021, I’ll continue to use this approach to pick out top stocks to invest in. Consistent growth in earnings per share.  I would like to receive emails from you about product information and offers from The Fool and its business partners. Each of these emails will provide a link to unsubscribe from future emails. More information about how The Fool collects, stores, and handles personal data is available in its Privacy Statement. Simply click below to discover how you can take advantage of this.last_img read more

The best shares to buy now in the FTSE 100

first_img Renowned stock-picker Mark Rogers and his analyst team at The Motley Fool UK have named 6 shares that they believe UK investors should consider buying NOW.So if you’re looking for more stock ideas to try and best position your portfolio today, then it might be a good day for you. Because we’re offering a full 33% off your first year of membership to our flagship share-tipping service, backed by our ‘no quibbles’ 30-day subscription fee refund guarantee. Rupert Hargreaves owns no share mentioned. The Motley Fool UK has recommended Halma. Views expressed on the companies mentioned in this article are those of the writer and therefore may differ from the official recommendations we make in our subscription services such as Share Advisor, Hidden Winners and Pro. Here at The Motley Fool we believe that considering a diverse range of insights makes us better investors. When it comes to finding investments, I think the FTSE 100 is a great place to start. With that in mind, here are some of the best shares to buy now in this blue-chip index, according to my research.FTSE 100 opportunitiesI’ve been looking to buy companies that may benefit from the global economic recovery over the past few months. I’ve settled on two businesses I believe are well-positioned to profit from the rally.5G is here – and shares of this ‘sleeping giant’ could be a great way for you to potentially profit!According to one leading industry firm, the 5G boom could create a global industry worth US$12.3 TRILLION out of thin air…And if you click here we’ll show you something that could be key to unlocking 5G’s full potential…Anglo American and BHP are mining giants. I think they should benefit from the growing demand for commodities around the world as the economy reopens. And the businesses are already reporting a significant increase in profitability.Commodity prices have jumped over the past 12 months. I think this trend will continue. If prices don’t increase, I believe they’ll remain high for the foreseeable future as demand remains elevated. Of course, commodity prices can fall just as fast as they rise. With that being the case, these companies aren’t for the faint-hearted. If the economic recovery starts to splutter, commodity prices could crumble, which would lead to falling sales and revenues at both Anglo-American and BHP. Considering these risks, I think they’re the best shares to buy now… but only as part of a diversified portfolio. Best shares to buy nowAs well as the economic recovery plays outlined above, I’d also buy companies with a strong track record of being able to operate through all economic environments. FTSE 100 growth stocks Bunzl and Halma both tick this box. The distribution and health and safety businesses operate in two relatively defensive industries.Even in the worst economic environments, health and safety will always be a core consideration for companies. The same is true of distribution. Even in an economic downturn, customers will want to have products available to sell to clients.As well as the defensive nature of these companies, they also have a good track record of buying growth through small acquisitions. These two factors are the main reasons why I believe they’re the best shares to buy now. When owned in a diversified portfolio, I think they’ll produce steady returns for investors, no matter what the future holds for the global economy.However, they’re not risk-free. A strategy based on acquisitions can, and has, hurt many a business who has overpaid in the search for growth. What’s more, the strategy could also build elevated levels of debt. Both of these could be headwinds, hindering growth in the long run.But despite these risks and potential challenges, I’d buy the stocks for a diversified portfolio of FTSE 100 shares today. When combined with the economic recovery plays outlined above, I think this could make the perfect portfolio for the next few years.  The best shares to buy now in the FTSE 100 Image source: Getty Images Our 6 ‘Best Buys Now’ Shares Click here to get access to our presentation, and learn how to get the name of this ‘double agent’! Rupert Hargreaves | Saturday, 20th March, 2021 center_img I would like to receive emails from you about product information and offers from The Fool and its business partners. Each of these emails will provide a link to unsubscribe from future emails. More information about how The Fool collects, stores, and handles personal data is available in its Privacy Statement. There’s a ‘double agent’ hiding in the FTSE… we recommend you buy it! Enter Your Email Address Simply click below to discover how you can take advantage of this. Don’t miss our special stock presentation.It contains details of a UK-listed company our Motley Fool UK analysts are extremely enthusiastic about.They think it’s offering an incredible opportunity to grow your wealth over the long term – at its current price – regardless of what happens in the wider market.That’s why they’re referring to it as the FTSE’s ‘double agent’.Because they believe it’s working both with the market… And against it.To find out why we think you should add it to your portfolio today… See all posts by Rupert Hargreaveslast_img read more

Properly Breathing House / H&P Architects

first_img Projects Photographs Apartments Vietnam Properly Breathing House / H&P Architects Save this picture!© Nguyen Tien Thanh+ 30 Share Architects: H&P Architects Year Completion year of this architecture project “COPY” Photographs 2015 Properly Breathing House / H&P ArchitectsSave this projectSaveProperly Breathing House / H&P Architects ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/798824/properly-breathing-house-h-and-p-architects Clipboard “COPY” Photographs:  Nguyen Tien ThanhApartments•Đông Anh, Vietnam 2015 CopyApartments•Đông Anh, Vietnam ArchDaily Photographs:  Nguyen Tien ThanhSave this picture!© Nguyen Tien ThanhRecommended ProductsWoodLunawoodThermowood FacadesWoodStructureCraftEngineering – Architectural & FreeformEnclosures / Double Skin FacadesAlucoilStructural Honeycomb Panels – LarcoreWoodEGGERLaminatesText description provided by the architects. A “suffocating” situationJust 15 kilometers far from the center of Hanoi, the suburban district Dong Anh has witnessed pervasive urbanization – one of the major causes for a trend towards a maximum use of volume and quantity of construction areas. Lesser importance has been attached to the quality of used space and surrounding scenery. This has resulted in a large number of “suffocating” buildings as often found in newly planned, stuffy urban areas characterized with land plot subdivision for building row houses in Vietnam. Save this picture!DiagramA “properly breathing” solution Featured in both living and working space, a “properly breathing” house serves as a solution to the quality improvement of used space by creating a natural sense of breathing rhythm in monsoon tropical conditions, which is attributed to the two built-in functions: The Inside and outside.  The inside offers many voids while the outside has double-skin facade including the inner layer as all-glass panels; the between as corridor for movement; the outer layer as recycled ceramic bricks (40cmx40cm). Pot plants are also randomly arranged to absorb the humidity and mitigate calorific radiation.  Save this picture!© Nguyen Tien ThanhSave this picture!SectionSave this picture!© Nguyen Tien ThanhTogether with the inner duplex, the layer of ceramic bricks is to purify dust and smoke, suck in fresh air and take heat away through open panels alternated with pot plants on the facade. This filter helps revitalize the architectural space by balancing the breathing of human and nature, and promoting the connection and interaction between the inner and outer scenery, roofs with creepers above and pot plants and vegetables below, sunlight and shade,…      Save this picture!© Nguyen Tien ThanhAs a breathing space is only considered an existence; therefore, a properly breathing space is required so that it can breathe properly towards a healthy life in both natural and socio-cultural habitat particular to each region. In this sense, the properly breathing house is expected to contribute to highlighting the local architecture in a current global context.Save this picture!© Nguyen Tien ThanhProject gallerySee allShow lessMMB – Umbau Müllerhaus Berlin / asdfg ArchitektenSelected ProjectsJuno Academy / AI ArchitectsSelected ProjectsProject locationAddress:Đông Anh, Hanoi, VietnamLocation to be used only as a reference. It could indicate city/country but not exact address. Share ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/798824/properly-breathing-house-h-and-p-architects Clipboard Year:  Year:  Architects: H&P Architects Year Completion year of this architecture project CopyAbout this officeH&P ArchitectsOfficeFollowProductConcrete#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousingApartmentsĐông AnhVietnamPublished on November 10, 2016Cite: “Properly Breathing House / H&P Architects” 09 Nov 2016. ArchDaily. Accessed 11 Jun 2021. ISSN 0719-8884Browse the CatalogPanels / Prefabricated AssembliesTechnowoodGRP Siding Façade SystemPlasticsMitrexSolar SidingMetal PanelsAurubisCopper Alloy: Nordic RoyalSystems / Prefabricated PanelsKalwall®Translucent WalkwaysPanels / Prefabricated AssembliesIsland Exterior FabricatorsSpecialty Facade SystemsLightsLouis PoulsenLamps – LP Slim BoxWoodBruagAcoustic Panels with LEDTiles / Mosaic / GresiteHisbalitMosaic Tiles – Palm SpringsMineral / Organic PaintsKEIMBlack Concrete – Concretal®-BlackSuspension SystemsMetawellAluminum Panels for Smart CeilingsDoorsGorter HatchesFloor Door – Fire RatedBricksDEPPEWaterstruck Bricks – 1622/1635ekws DFMore products »Save想阅读文章的中文版本吗?适度呼吸住房 / H&P Architects是否翻译成中文现有为你所在地区特制的网站?想浏览ArchDaily中国吗?Take me there »✖You’ve started following your first account!Did you know?You’ll now receive updates based on what you follow! Personalize your stream and start following your favorite authors, offices and users.Go to my streamlast_img read more

Calls for RNLI Lifeboat Station to be relocated to Buncrana Pier

first_img RELATED ARTICLESMORE FROM AUTHOR Important message for people attending LUH’s INR clinic By News Highland – March 11, 2021 AudioHomepage BannerNews WhatsApp An Inishowen councillor says it’s time the RNLI Lifeboat Station was moved to Buncrana Pier.Cllr Rena Donaghey told a meeting of the Inishowen Municipal District this week that its vital funding is secured for a proposed refurbishment of the pier.As part of the proposals previously put forward by herself, she says it would pave the way for the Lifeboat Service to move its local base from Ned’s Point into the pier.Councillor Donaghey believes Buncrana pier would be a better suited location:Audio Playerhttps://www.highlandradio.com/wp-content/uploads/2021/03/donaghey1pm.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. Pinterest Facebook Google+ Google+ Twitter Calls for RNLI Lifeboat Station to be relocated to Buncrana Piercenter_img DL Debate – 24/05/21 News, Sport and Obituaries on Monday May 24th Arranmore progress and potential flagged as population grows Previous articleCouncil consider Kilmacrennan roads for improvement and maintenance programmesNext articleRise in racist incidents in Derry and Strabane News Highland Derry draw with Pats: Higgins & Thomson Reaction Facebook Twitter WhatsApp FT Report: Derry City 2 St Pats 2 Pinterestlast_img read more

Two men wanted in connection with alleged assault in Buncrana

first_img Twitter Loganair’s new Derry – Liverpool air service takes off from CODA Arranmore progress and potential flagged as population grows By News Highland – March 9, 2021 Google+ RELATED ARTICLESMORE FROM AUTHOR Pinterest Two men wanted in connection with alleged assault in Buncrana Previous articleInvestigation continuing into weekend hit and run in CarrigartNext articleStill no vaccine timeline for Donegal’s pharmacy staff News Highland Two men are wanted in connection with an alleged assault in Buncrana.The incident happened in the Swan Park area last Tuesday evening.Gardaí were alerted to the fact that an injured male youth had been discovered at that location shortly after 5.30pm.An ambulance was called for the youth as he sustained injuries, none of which were life threatening.It is believed that the male in question was assaulted by two males, in their early 20’s, both wearing jackets and jeans and there is a possibility that one of the males may have been wearing glasses.Anyone who was in the area of Swan Park or on the Cockhill road between 5pm and 5.30pm and observed these two males or if anyone was in that area who had a dash-cam are being asked to contact Gardai in Buncrana. Pinterest Facebookcenter_img Homepage BannerNews News, Sport and Obituaries on Monday May 24th Important message for people attending LUH’s INR clinic Nine til Noon Show – Listen back to Monday’s Programme WhatsApp Twitter WhatsApp Google+ Facebook Community Enhancement Programme open for applicationslast_img read more

Man accused of kidnapping Wisconsin girl and killing her parents appears in court

first_imgCourtesy Lindsey Smith (BARRON, Wisc.) — The suspect charged in the kidnapping of Wisconsin girl Jayme Closs and killing her parents confessed to investigators that he targeted the 13-year-old after seeing her board her school bus and deciding “he knew that was the girl he was going to take,” according to a criminal complaint.Jake Patterson, 21, told investigators that “he put quite a bit of thought into details of how he was going to abduct” Jayme and had twice gone to her home in Barron, Wisconsin, before carrying out the heinous crime on Oct. 15, the complaint reads.Jayme told investigators that Patterson pounded on the front door of their home and then shot her father when he refused to open the door. She and her mother barricaded themselves in the bathroom, hiding in the bathtub, according to the complaint.The girl said Patterson, whom she had never seen before, broke into the bathroom and made her mother put duct tape over her mouth and then shot her mother dead with a shotgun, the complaints reads.Patterson then allegedly forced Jayme into the trunk of his car and drove her 70 miles to his family’s house in Gordon, Wisconsin, where he kept her hidden in his bedroom for the next 88 days.The suspect made Jayme hide under his bed when his friends and relatives were over and threatened that “bad things would happen to her” if she didn’t do what he said, according to the complaint.Copyright © 2019, ABC Radio. All rights reserved.last_img read more

The seven essentials

first_imgRelated posts:No related photos. The seven essentialsOn 29 Feb 2000 in Personnel Today This brave new – electronic – world of business calls for a new breed of HRprofessional with a new set of skills. Here’s our guide to the qualities thatwill set you apart as a top managerLast summer, when the sudden explosion of the dot.com economy first grabbedthe nation’s attention, management consultants began to remark on a newly paranoidclient base. So quickly did the established ground begin to shift in virtuallyevery industry sector that bewildered, frightened senior managers began toapproach the consultancies in droves, desperately trying to find out how theyshould respond. Most did not get the shift to e-commerce at all. “Companies are stillcoming to us with the old model in mind. They want a go-faster version of theold style,” says Andersen Consulting partner Paul Cantwell. “We arestill trying to impose the new on the old. It took us 20 years after theinvention of the internal combustion engine before we stopped buildinghorseless carriages and began designing cars which exploited the engine.”Nearly a year on, few HR professionals will be unaware of the sort of personneeded to drive through these changes. The hunt for business savvy,entrepreneurially-minded “silver bullet” managers – capable ofbringing strategic aims to bear quickly in the middle echelons of organisations– has never been so aggressively pursued. Companies are prepared to pay a premium for these thrusting middle-rankers,with the result that strange things are happening to the prevailing status quo.There is already evidence that some “new wave” managers can commandmore than junior board members when it comes to remuneration, and they arecertainly exerting far more influence on the future shape of the organisation.The network generationWhat is the typical mindset of this desirable new breed? According tothinkers such as US business strategist and change agent Don Tapscott, it bearsan uncanny resemblance to the sort of agile, flexible cultures we have seenadopted in some of the more successful new operations emerging. He has dubbedit the network generation – N-Gen – mentality.”The N-Gen mind is ideally suited for wealth creation in the neweconomy. This generation is exceptionally curious, self-reliant, contrarian. Itis smart, focused, able to adapt, high in self-esteem and has a globalorientation. It will create huge pressure for radical change in existingcompanies,” he says. Tapscott notes that the process is already well underway in some moreforward-thinking organisations. At household goods manufacturer Proctor &Gamble, for instance, a new reverse mentoring programme has been introduced inwhich seasoned managers are taken in hand by more youthful mentors andinstructed in the ways of new business. Some of the assessments made by thelatter group make for interesting reading: “People don’t know how to workin virtual teams”, they observed. “They don’t know how to build aculture of sharing, they don’t trust computers and networks. It is impossibleto get these people out of their comfort zones.”HR managers might already have identified similar problems in theircompanies, and even taken steps to put them right. But how good are they atapplying the new criteria to their own working lives? As Linda Holbeche, director of research and HR strategy at Roffey Parkargues, the evidence is not good. Indeed, the new training programme (with apronounced business focus) she has devised for HR people came into beingprecisely because the profession and its practitioners were held in such lowesteem. “One thing that stood out was that HR was considered to be, atbest, just about earning its keep and at worst an irrelevance.”When line managers are asked for their opinion, she says, “Thereis almost a universal snigger or sneer when it comes to any mention ofHR.”Even worse, self-criticism is also rife. “HR people think theirprofession as a whole lacks credibility,” says Holbeche “Theyrecognise they are not plugged into the real issues of what businesses aretrying to achieve and how HR can contribute to these goals.” And yet thisis supposed to be the profession of the motivator. It is impossible to avoidthe prescription – physician heal thyself. With the prevailing wind of corporate fashion stressing a more holisticapproach to management – in which “soft” issues such as peoplemanagement, employee fulfilment and the harnessing of intellectual capital arebeing shown to have an important impact on the bottom line – there has neverbeen a better time for HR managers to make an impact.The following seven-point guide to the skills and qualities most likely toset you apart as a manager going places has been compiled with the help ofacademics and management experts. Embracing all the elements of change mightseem a tall order for those enmeshed in the daily nitty-gritty, but in thecurrent environment even the ability to nod at some of these qualities will paygood dividends.Senior managers are desperately casting around for people who can define newroles to best exploit the changing nature of the market and – critically – forthose who can make these revised working relationships successful, it is a hugevacuum that needs filling. “CEOs want the ability to read where theorganisation is going,” concludes Holbeche. “They instinctively knowthat people are important to performance but they don’t know what to do aboutit.” If HR managers aren’t in a position to tell them, who is?1. Business strategistAlthough HR people have been talking for years about taking on a morestrategic and proactive role, observers note that there has been little hardchange to justify the verbiage. “The whole thing has been largely vacuous.Every HR department says it has to be strategic. But the question they are notanswering is what do they need to do become so?” says John Purcell,professor of human resources management at the University of Bath School ofManagement.As a preliminary step, it is critical to get on equal terms with peers inother departments. “HR people need to be able to analyse the business. Ifthey don’t understand the business as well as everyone else, they are not inthe game,” says Paul Kearns, senior partner with HR specialist PersonnelWorks. So find out as much about the business, its standing in the market, and thedirection of change in that market as you can. What are the existing channelsto market? What customers is it aiming to attract? How do external commentatorsrate its chances? What are rivals doing differently? Form your own opinion onwhere you think the company should be going. How wide is the gap between thatand the present reality?Be aware of the main preoccupations of other departments. Become financiallyand IT literate. The broader the breadth of knowledge you can bring, thegreater your chances of being taken seriously. Holbeche at Roffey Park evenadvises a tactical career break: “To see the other side, be prepared to stepoutside the personnel profession if necessary, do something else, and then comeback in.”Bone up on the latest trends in management theory: if you cannot walk thewalk, you will at least be able to talk the talk. Those in the vanguard, says,Valerie Anderson, a senior lecturer at Westminster University Business School,”will be people who look to the future rather than being over-concernedwith the present: much more strategic thinkers and doers”.2. Organisational anatomistTo implement strategy effectively, HR managers need a detailed understandingof how the organisation works internally – the dynamics between differentdepartments, political allegiances, where the real power base lies, who holdsthe key knowledge, and so on. “Then they need to ask what the blocks tochange are,” says Kearns at Personnel Works. How can the company bestrestructure its working relationships, remuneration policies and organisationto exploit the talent of individuals? “Why the hell should people shareknowledge if they stand to gain nothing from it?” Kearns asks. “Thebig challenge for HR people is to get rid of blame cultures.”Holbeche also advises a more proactive approach: “Challenge the statusquo, get thinking about the consequences of HR for business and vice versa.Help managers see what a decision they have taken will mean in terms ofpeople.”3. Measurement expertOpinion is split on the issue of measuring performance. On the one hand,commentators stress the importance of being able to prove to senior managementthat people-centred strategies do have an important impact on the bottom line.On the other, they warn against becoming too bogged down in pointlessbureaucracy and process.”HR people spend far too much time on assessing competencies andappraisal systems and not enough time getting to the nub of the whole thing,namely what makes for talent?” says Gallup European vice-president GraemeBuckingham. “And many of these measures are too subjective. When I askorganisations who their best performing people are and whether they can definethat objectively, the answer is they can’t. Companies are using very limitedmeasurement criteria by which to assess people.”Kearns adds, “Building the whole edifice on competencies is common, butit is a pack of cards. These measures have done nothing to bring the businessforward. Performance measurement is the one thing HR people should be up tospeed on, and they’re not.” He recommends getting a better grip of some of the generic measurementmatrixes such as Total Quality Management and the Balanced Business Scorecard.If your company is listed on the stock market, a working knowledge of valuemeasurement matrixes such as EVA is also critical. “At the moment EVAanalysis is dominated by the accountants’ way of doing things. HR needs tobring something else.”Be prepared to argue the corner for any persuasive measurement matrix youmight have uncovered.4. Solution providerOne of the key criticisms levelled at the HR function is its seeminginability to get tangible results. “Learn to identify the key things thatwill make a difference to the bottom line, and focus on them. HR can win a lotof favours if it makes a difference. Are there recurring problems in thebusiness which could be solved? Are there areas which should be strengthened.Be inquiring, be focused and deliver something which solves those problems,”says Holbeche. At the very least make sure you can offer a viable plan.If there is a high profile change management project in the offing, sign upfor it, if only because those who can demonstrate success in this area areconsidered big catches in the current environment. Make sure you can back upthese skills with good project management.5. Coalition partnerIf HR is to have any real impact in the corporate firmament, its managershave to get out of their silos and begin some serious networking with other departments.”HR managers have got to start punching their way. They have to be seen asrelevant to colleagues,” says Graeme Buckingham at Gallup. But at present the tendency is for colleagues to take a completely opposingview to the function, he says. “Senior line managers in sales andmanufacturing are still complaining about impositions from HR – that theycomplain too much about procedure, that they’re not doing enough which ismaterially beneficial to the organisation.” If you learn nothing else, makea constant effort to stop whingeing.Forging closer links with line managers is also vital if HR managers are toshrug off many of the administrative shackles hindering their move into morestrategic areas. “The key is to get line managers to take on a greateradministrative burden,” says Valerie Anderson at Westminster UniversityBusiness School. At present there is a lot of talk about this but not much action, shereports. And although line managers and HR are beginning to collaborate in someareas, they are hardly strategic, typically covering issues such asrecruitment, payment disputes and so on.What’s required of a good coalition partner is some serious networking,argues Purcell at Bath School of Management. “HR people have to learn thepower of walking the corridor, they have to start getting invited onto projectteams.”6. People championHowever many generic skills and qualities HR professionals chalk up, it iscritical to take full advantage of the department’s unique selling point – itsability to analyse, empathise with and manage people – and get the best out ofthem.”People are screaming to be recognised as ‘Me, I’m different’. The bestmanagers think of them as individuals,” says Buckingham. “There hasbeen a great deal of research to show that it is the manager who is thecritical determinant of whether employees are committed, engaged and stay. Thequestion I would ask HR is what are you doing to encourage that? Forgeteverything else if necessary but your main task, which is to find good peopleand help retain them.” 7. Passionate advocate “When you study some of the best HR functions, what comes across is avery strong belief in the importance of HR to the future of theorganisation,” says Buckingham. But an element of steel is also needed, heargues. “These people were advocates of good people, not protectors of themediocre.”But, in common with Holbeche, Buckingham believes that self-esteem levels inthe profession are low – as is enthusiasm. “I meet some and I wonder whythey are in HR, because they don’t show any of that passion and concern.”These qualities of coaching, developing and influencing, while considered”soft” are crucial, agrees Kearns. “A lot of this is aboutinfluencing and persuading and selling ideas, selling the human angle to seniormanagers. The brilliant HR person of the future will be very business-literatebut also a consummate networker. They have to be able to talk turkey with theMD but know the soft issues too.”By Jane LewisHow to get those skillsIt is all very well to wax lyrical about the skills and qualities of the HRmanager extraordinaire but how do you go about acquiring them? The first pointthe experts stress is that there are no short cuts. Nothing will ever replacethe need for an in-depth knowledge of your organisation and its people – andthat can only be gained by walking corridors.Nonetheless, some commentators insist that if they are to be takenseriously, HR professionals must espouse the same attitude to formalqualifications as their peers in other departments. Professor John Purcell atthe University of Bath School of Management, for instance, believes an IPDqualification is a crucial first step. Although some commentators are stillinclined to criticise the IPD for not including enough generic management/newbusiness content in its courses, the consensus is that it is now moving in theright direction.The real difficulty in selecting the right course comes in hacking throughthe myriad of options. With so many organisations offering courses tailored toHR professionals which should you choose? Getting this right is likely to be a lengthy research project in its ownright. Valerie Anderson at Westminster University suggests courses which majoron “broadening horizons” are good starting points – in other wordsthose which will teach you how to go about educating yourself.Most course providers have already jumped on the bandwagon of offering morebusiness-centric content, although commentators such as Kearns at PersonnelWorks claim few have got the methodologies right yet. At the risk of singlingone out for preferential treatment, most commentators were familiar with – andgrudgingly complimentary about – what is being offered at Roffey Park, a coursegenerally viewed as the first to feature a strong business emphasis. Forproject management, Brighton-based Maxim Training was commended by two of ourexperts.But perhaps the most useful tool to HR managers looking to enhance skills isthe Internet. Not only can you gen up on the latest theories – Dave Ulrich’son-line analysis of the HR function is recommended by Kearns – you can alsoswap course recommendations with other HR professionals and even sign up foron-line HR courses. Comments are closed. Previous Article Next Articlelast_img read more

Periodic and quasiperiodic ELF/VLF emissions observed by an array of Antarctic stations

first_imgThis paper describes amplitude modulations in the frequency range 0–500 mHz of ELF/VLF (0.5–4.0 kHz) radio wave power recorded throughout 1993 and 1995 at Halley and South Pole stations, Antarctica, which lie in approximately the same magnetic meridian and at geomagnetic latitudes (Λ) of 61° and 74°, respectively. Data from the intermediate automatic geophysical observatories P2 and P3 (Λ = 70° and 72°, respectively) were also analyzed where available. In agreement with earlier work, spectrograms have revealed the frequent day-time (typically 0700-1700 MLT) occurrence of modulations lying almost entirely within the two period ranges: 10–60 s and 4–6 s. The first range corresponds to quasiperiodic (QP) emissions, while the latter is typical of the two-hop whistler mode echo period in the plasmatrough, and the events are termed periodic emissions (PEs). QP occurrence rates higher than some earlier studies (335 station-days out of 667 examined) may be attributable to the sensitive spectral analysis technique. The type I QPs (i.e., those correlated with geomagnetic pulsations observed at South Pole and/or P2/P3) were consistent with an upstream wave driver, controlled by the IMF cone angle. Type II QPs (uncorrelated with magnetic pulsations) were always accompanied by PEs, suggesting a link between the two, reinforced by a frequently observed steady increase in period in both phenomena, especially during the morning, possibly associated with increasing densities due to upward flow of photoionized plasma from the ionosphere after dawn. Here we propose that type II QPs are driven by field line resonant ULF waves which in turn are generated by field-aligned currents arising from PE induced electron precipitation.last_img read more

Peggy G. McKee

first_imgPeggy G. McKee, 92, of Ocean City passed away on Sunday, January 21, 2018 at Shore Medical Center of Somers Point, NJ.  Peggy was born January 17, 1926 in Philadelphia, PA and was formerly of Cheltenham moving to Ocean City 15 years ago.She was a graduate of Friends Select School in Philadelphia, PA and the University of Pennsylvania.Peggy worked as an Administrative Assistant for the District Courts in Pennsylvania for 20 years retiring in 1992.She served as a Committee Woman for Montgomery County and was a member of the Republican Club, the Hannah Penn Society of PA and the Ladies Auxiliary for Shore Medical Center.She is survived by one son: John R. McKee, Jr. (Katherine) of Ocean City, NJ, four grandchildren, Casey McKee of Philadelphia, PA, Kelly McKee of King Of Prussia, PA, Kara Duffy of Wilmington, NC, and Laura Duffy of San Francisco, CA. She was predeceased by her parents, the former Congressman Fred C. Gartner and Marge Gartner and her daughter, Margaret McKee and a sister, Carole Gartner.A Service of Memory and Love will be offered Saturday, February 17, 2018 at 11 o’clock from The Godfrey Funeral Home, 809 Central Avenue, Ocean City, NJ where friends may call from half past ten until the time of service. Burial is private.Memorial contributions in her memory may be made to the Ocean City Humane Society, PO Box 1254, One Shelter Road, Ocean City, NJ 08226.For condolences to the family, visit www.godfreyfuneralhome.com.last_img read more

Laura Linney & Seth Numrich Tapped for Joanna Murray-Smith’s Switzerland in L.A.

first_img Star Files Seth Numrich We’re anything but neutral in our excitement about this one! Stage and screen star Laura Linney will headline the U.S. premiere of Joanna Murray-Smith’s Switzerland in L.A. The drama, also starring Seth Numrich, will begin previews on March 6 and run through April 19 at the Geffen Playhouse. Opening night is set for March 13.Linney received Tony nods for Time Stands Still, Sight Unseen and The Crucible. She also garnered three Oscar nominations for her work in You Can Count on Me, Kinsey and The Savages. Numrich has appeared on Broadway in Golden Boy, War Horse and The Merchant of Venice.Switzerland follows acclaimed novelist Patricia Highsmith, who is racing to finish her latest thriller when an attractive young man interrupts her work. When might the publishers expect the next anticipated addition to her sinister “Mr. Ripley” series? The author’s real-life dry humor and macabre imagination meet with this mysterious character’s own darkly seductive agenda in this new two-hander.center_img View Commentslast_img read more