Chelsea head coach Maurizio Sarri hinted at his desire to recruit a striker in the winter transfer window after bemoaning his side’s lack of cutting edge in Wednesday’s goalless draw with Southampton.The Blues dropped two points against a relegation-threatened Saints side who kept a clean sheet for the first time in 11 Premier League games.Goalkeeper Angus Gunn, making his Premier League debut, twice denied Eden Hazard and Alvaro Morata had a strike ruled out for offside while also missing other opportunities as Sarri finally appeared to lose patience with the misfiring striker at Stamford Bridge.He said: “On the bench I tried to do my job. I think we played a very good match for 80 metres of the pitch, then we were in trouble in the last 20 metres.“We have to try to solve the problem of the last 15, 20 metres.”Sarri revealed Olivier Giroud’s ankle injury is not as bad as first feared, but he dismissed the prospect of recalling Michy Batshuayi from Valencia or Tammy Abraham from Aston Villa.The Italian suggested his preference was to recruit a new striker, but given Chelsea’s board, chiefly director Marina Granovskaia, are responsible for transfers, it is by no means certain Sarri’s wish will be granted.He added: “The club knows very well my opinion. I think we need something different for characteristics.“I’m not in charge of the market. I have to try to improve my players, my team, my offensive phase, or better my offensive phase in the last 20 metres.“The club knows my position, my opinion. It’s up to the board.”Sarri would not be drawn on whether he thought Morata’s offside effort, which appeared to be a marginal call, should have stood, but did say he expects Giroud to return to training in 10 days.The Blues boss, though, was frustrated not to have the option of more firepower against Saints.“I think it’s better than what I thought after the Crystal Palace match,” Sarri said of Giroud.“The doctor told me that in 10 days he will be able to train. The problem is this moment of course. Today was really important to try to change the match. It was impossible.”Pedro and Callum Hudson-Odoi are already injured and Willian came off in the first half as a precaution.Cesc Fabregas was the only other option to try to unlock the Saints defence in the second half.“At the moment we’re in trouble with the offensive players,” Sarri added.
Western Bureau: Raymond ‘Ray’ Harvey, the meet director and chairman of the organising committee of the annual Milo Western Relays, says western Jamaica is badly in need of suitable training facilities to boost the growth and development of track and field in the region. According to Harvey, the region has enough land space, especially at the various high schools, but there is an urgent need to find benevolent persons who are willing to help develop the lands into suitable playing facilities. While Harvey has no difficulty with athletes training on dirt and grass tracks, he still believes that when it comes to competition, track meets should take place on synthetic type tracks. “Grass is suitable for training,” said Harvey. “However, I believe every week or two, we should have a track meet, where the athletes compete on a track like the Montego Bay Sports Complex.” While acknowledging that proper conditions help to boost the development of athletes, Harvey nonetheless dismissed the notion that the development of western track and field would be more advanced if the region’s athletes were allowed to train on the artificial track at the Montego Bay Sports Complex. PROHIBITIVE FACTOR “Why does the University of Technology (UTech)/MVP Track Club, the most successful facility anywhere, still have a grass track?” asked Harvey. “It (the Montego Bay Sports Complex) was never designed to be a training track and if it becomes a training track, the useful life is probably going to be just one or two years.” When quizzed as to why there were so few major meets in the western region, Harvey admitted that the cost associated with staging these events was a prohibitive factor. However, he suggested that smaller meets, less costly track meets, lasting two or three hours, could serve to provide opportunities for the athletes while developing the sport. “I believe people must put on more meets. in fact, we should have a meet every week,” said Harvey. “We have to find a way to put on the meets if we are serious about development,” he added.
Pictured for the launch of the Donegal Creameries 5k Fun Run in aid of Special Olympics are:Front (L-R) Isabella Carbury (baby), Jim McGuinness, Hugh Sweeney, Eamon Sweeney and Rory KavanaghBack (L-R) Colette Carbury, Conor Gallagher, Lee Gildea, Seamus Campbell, Special Olympics, Gerard Gallagher and Deirdre Browne, Donegal CreameriesDonegal Creameries teamed up with Donegal GAA for the launch of the 5k Fun Run in aid of Special Olympics Ireland which will take place on Tuesday 28th May, 2013 beginning at 7pm from Donegal Creameries, Crossroads, Killygordon.Jim McGuinness and Rory Kavanagh turned out for the Donegal Creameries 5k Fun Run launch and are calling on people across the North West region to show their support for the Special Olympics by running, jogging or walking the 5k route around Killygordon.Jim McGuinness said, “The Special Olympics is an event close to the hearts of many people around the county and we are delighted to get behind this 5k Fun Run to help raise funds and get people moving. I hope to see hundreds of people here at Donegal Creameries on Tuesday 28th May to show support for this great cause.” Deirdre Browne, production manager at Donegal Creameries and main event organiser, said, “Donegal Creameries is proud to be organising this event which raises much needed funds for the Special Olympics – an organisation which makes such a difference to the lives of so many.”Entrants are asked to pre-register via email to email@example.com before 5pm Saturday 25th May. Alternatively registrations will be taken at Donegal Creameries up to 6.30pm Tuesday 28th May 2013.There is a €5 entry fee and sponsorship cards are available at Donegal Creameries. Those who register will be entered into a prize draw and refreshments will be served after the event.For further information, visit www.facebook.com/DC.Daisi. McGUINNESS AND DONEGAL CREAMERIES WANT TO GET YOU MOO-VING FOR SPECIAL OLYMPICS 5K was last modified: May 7th, 2013 by BrendaShare this:Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window) Tags:DONEGAL CREAMERIES WANTS TO GET YOU MOO-VING FOR SPECIAL OLYMPICS 5K
Chelsea and Manchester United target Radja Nainggolan is being targeted by Chinese Super League side Guangzhou Evergrande.The Chinese club are looking to make a marquee signing during the current transfer window and have identified the Roma midfielder.Nainggolan’s relationship with Roma is currently on thin ice after he posted a video of himself drinking and smoking while celebrating New Year’s Eve.It has been rumoured the Belgian maybe shown the door due to the incident, putting clubs on red alert.Chelsea and Manchester United have both tracked the 29-year-old in the past but, according to Gazzetta dello Sport, Guangzhou Evergrande are on his trail too now.The Chinese club have set aside over £30m to bid for the Belgium international and are also set to offer him a huge pay rise. 1 Nainggolan in action for Roma this season
Chatham-Kent’s assistant fire chief will be moving into the top job on Dec. 6.Chris Case will become the next fire chief, replacing the retiring Bob Crawford. Case has 28 years working in fire operations service, first being hired by the Merseyside Fire Brigade in Liverpool, U.K., in 1991.There, he worked in operations, special operations, administration, planning, training and command. He formed the U.K.’s only dedicated fire and explosives task force to deal with arson and explosives crime and worked as a lecturer to the U.K. Fire Services College.Case moved to Canada in 2016 with his wife and four children for his assistant chief role with the Chatham-Kent Fire Department.John Norton, general manager of community development for the Municipality of Chatham-Kent, said there was a nationwide search and recruitment effort for the job.“Among a large group of capable applicants, Chris emerged as the best candidate to lead the fire service into the future,” Norton said in a news release. “I have observed Chief Case for several years now and I know that he has the respect of his peers, firefighters and the wider community. I have the utmost confidence that we have selected the right person for this role.”Don Shropshire, Chatham Kent’s chief administrative officer, said Case has been a “major contributor to the fire service” since he was hired.Case has also held the post of operations chief. He and his family were granted permanent resident status this year on a nomination from the Province of Ontario.“Since arriving in this wonderful community over three years ago, I have enjoyed every day serving alongside our outstanding firefighters to safeguard the communities of Chatham-Kent,” Case said in the release. “I am lucky enough to have an outstanding team here at work and at home. The endless support from my family and the teams at CK Fire has made this next step in my career possible.“I cannot express how thankful I am for this opportunity and how much I am looking forward to being your fire chief.”Crawford originally served as fire chief from 2001 to 2013, and returned to the role in 2017.
Share This!In observance of Pride Month (which is the month of June), Disney PhotoPass will be celebrating with you courtesy of unique photo opportunities. But this is a limited time experience only being offered this weekend!The first is a Mickey Mouse rainbow prop. This can be found with the photographers that are at the Partners Statue.Do you want a photo with the rainbow umbrella? You may need to scour the area, as this will be a roving prop.©DisneyFinally, the coolest photo, in my humble opinion, is the rainbow light painting. This one is only available on Saturday evening. (Bummer!) You can find it at the Fantasyland castle wall, close to Prince Charming Regal Carrousel.©DisneyIf you are looking for Pride inspired treats, we have a guide that can help you find them.And trust me when I say that the Walt Disney World Resort has a ton of unique merchandise! (Personally, I love the rainbow Mickey and the Minnie ears!)
South Africa is pressed to conserve its drinking water. (Image: Clever Green) Pupils in a Pretoria school using water. (Image: Bongani Nkosi) MEDIA CONTACTS • Sputnik Ratau Spokesperson Department of Water Affairs +27 12 336 6813 or +27 82 874 2942 RELATED ARTICLES • Courts to protect South Africa’s water • Absa Campus generates its own power • R500m water deal for rural SA • Better water supply for SA schoolsBongani NkosiIt has become a “moral imperative” for major businesses operating in South Africa to adopt water saving schemes for their buildings, thereby helping the country sustain the declining resource.CEO of car rental company Avis, Wayne Duvenage, did not mince his words at the Sustainable Water Resource Conference and Exhibition. The event, held in Kempton Park on 16 and 17 August, was attended by leading water experts and businesspeople and supported by the International Marketing Council of South Africa – among a range of sponsors.Recycling water for reuse in buildings was the experts’ principal recommendation. Homeowners are also advised to go for recycling technologies.Avis saved 75-million litres of water in 2010 in its major centres in Johannesburg, Cape Town and Durban.The Avis scheme kicked off in 2008 with a R1.9-million (US$264 000) investment, and started paying off in 2009 when the company saved 4.2-million litres.Avis has pumped an additional R1.5-million ($208 000) into the construction of underground water filtration and recycling facilities at its three main depots. The aim is to save at least 95-million litres of water each year.“We decided to recycle water because that was the right thing to do,” said Duvenage. “We’re recycling water that was going down the drain.”The company reprocesses grey water from washing machines and baths, which is then used to wash most of its fleet of 20 000 rental cars, while potable water from public sources remains available to employees for hygienic use.Harvesting rainwater is a focus of Avis’ recycling efforts. “You know how much it rains in Cape Town, so it’s nice to switch off municipal water and use rainwater,” said Duvenage.It’s always recommended for entities to study the impact of their business on the environment, he pointed out.Conserving a precious resourceSouth Africa is water-stressed, experts at the conference revealed. Reports have pointed out that the country runs the risk of facing critical shortages by 2020.“South Africa is stressed both in the quantity and quantity of water that we have,” Duvenage said.Alison Groves, a sustainability consultant at WSP Green by Design, said: “In South Africa we need to get beyond the idea that water is always going to be available.”New solutions are needed to sustain potable water availability, Groves added.Her consultancy group has established itself as an industry leader in the greening of major buildings, having helped big companies such as Absa, Nedbank and Woolworths introduce water-saving and eco-friendly schemes in their properties.Banking group Absa’s headquarters in downtown Johannesburg have been fitted with recycling and rainwater harvesting technology that allows it to save at least 43 000 litres of water every day.Retailer Woolworths’ distribution centre in Midrand, north of Johannesburg, is another facility with a large grey water reclamation system. Groves pointed out that the centre has “irrigation ensured for 10 months per year without using potable water”.Woolworths saves R1-million ($139 000) in municipal water bills per year thanks to its recycling efforts.Other companies, such as South African Breweries, are rolling out major water-saving schemes in a bid to help protect the precious resource.Duvenage pointed out that “business is starting to change its behaviour” in accordance with the green revolution, but there is room for improvement. “We believe business has to act much faster,” he said.Residences can reduce consumptionIt’s not only businesses and public entities that should assume the responsibility of saving water, but homeowners can play a major role as well.The grey water technology of Cape Town-based Water Rhapsody, a specialist water conservation company, has proven its efficiency in recent years.Its founder Jeremy Westgarth-Taylor said that water recycled and harvested through its system is suitable for irrigation, toilet flushing, cleaning and washing.Homes can reduce consumption from 280 litres to “as little as 100 litres per day” and save up to 90% of their municipal water bill by using the system.“But it’s done in such a way that you don’t change your lifestyle. You just take control of your own supply,” said Westgarth-Taylor.Water Rhapsody won the WWF Green Trust award in 1998 for product innovation. It’s helped the University of Cape Town reduce potable water consumption by over 90%.The late Kader Asmal, former Minister of Water Affairs and Forestry, told Water Rhapsody, in a 2010 letter to the company, that its water recycling system helped nourish grass and shrubs in the garden of his Cape Town home.
As many companies are still in the midst of their planning for 2014, there are a number of factors that will impact the way they hire new talent and manage their employees. As the HR space is constantly changing, with new ideas and technologies constantly cropping up, organizations need to identify how the latest developments can improve their talent management processes and figure out how they can be integrated into their current systems. But before looking into what 2014 may have in store, let’s take a look at how my predictions for 2013 held up:Social networking and niche sourcing sites will become more mainstream. The number of industry-specific job sites that have emerged throughout the year validate the growing use among employers who leverage niche and social recruiting sites to more easily find candidates with the right skills and qualifications.As seasons change, employees may stay on full-time. A recent survey from CareerBuilder showed that 49 percent of retailers plan to transition some of their seasonal workers into full-time employees, up ten points from last year’s survey.Relationship building will be an integral step in finding talent. We have definitely seen an uptick in employers that have sought to make the recruiting process more personal this year. Just consider the growing use of advanced CRM systems, such as Avature, and the release of LinkedIn Recruiter, which enables recruiters to better leverage the social platform to find right-fit talent.Companies will use real-time data for performance management. It is no surprise that Gartner and other organizations have labeled 2013 as the Year of Big Data, with 64 percent of organizations having invested in, or planning to invest in, Big Data in 2013. The detailed analytics organizations can now collect will continue to transform all aspects of HR, from using workforce data to recruit the best candidates and managing their performance to reducing turnover.Increased transparency in the workplace will better engage employees. Although the quarterly or annual employee review isn’t likely to disappear any time soon, more employers have indeed recognized the value in creating more workplace transparency, by providing immediate feedback to reinforce strong performance and to address development needs as soon as possible.While significant progress has been made in each area, I expect that organizations will continue to embrace these trends in the new year. So what else can we expect to see in 2014? Here are my latest predictions:Recruiting will evolve in a way that enables candidates to tell their own story.Although significant steps have been made already, I believe 2014 will be the year in which recruiters really begin to focus on the personal side of recruitment and seek the solutions that help them to build personal relationships with candidates. By utilizing the technology that enables recruiters to look beyond the skills and qualifications of their candidates, and better understand their personality and characteristics and whether they will really fit in with the organization. At the same time, as LinkedIn now has more than 250 million members, it has become essentially a database of candidates. Being able to make personal connections with candidates on LinkedIn and understand their personal stories will be a significant competitive advantage.This idea of focusing on the stories behind candidates is essentially happening in the market in general, such as the food and retail industries. Just as consumers prefer to shop local rather than purchase mass produced products and increasingly want to know about where their products come from, the same will happen with finding candidates. Employers will increasingly seek additional information beyond the resume to better understand the unique perspectives and life experiences they can bring, instead of just skimming over their work history.Companies will put greater focus on hiring veterans. Veteran hiring initiatives are nothing new; companies have long carried out programs to attract and engage veterans and benefit from the unique skills they can bring to the workplace. However, not enough jobs have been created to sustain a qualified veteran workforce, and the effectiveness of many veteran hiring initiatives has been brought into question. As the military drawdown continues, the number of veterans looking for civilian jobs will escalate in the new year. Given the benefits to the economy and to the veterans themselves who have given their all to protect their country, I expect companies will develop robust, more effective veteran hiring initiatives. Since a considerable investment has been made in developing veterans’ skills and providing them with training, more organizations will realize the ROI of getting these individuals back into the workforce.Manufacturing will come back, but require new skillsets.There are numerous statistics showing that the manufacturing industry is making a comeback in this country. But despite the growth in the number of U.S. manufacturing plants, those jobs are not the same of old. The new manufacturing jobs will require different skills to succeed in these plants, such as computer skills, programming and engineering. As manufacturing jobs continue to evolve, employers will need to provide the tools and resources that give their employees the necessary training and development to be successful in this new landscape.Each year brings us new ideas, developments and technologies that forever change the nature of HR. While it is impossible to say for sure what will happen in 2014, I think some of the current trends I’ve been seeing will come into the forefront in the year ahead. Either way, I look forward to seeing the changes that will appear in the HR industry in the new year – and how employers will continue to adapt.
This week’s International Association of Interviewers interview and interrogation training tip provided by Wicklander-Zulawski, has Wayne Hoover, CFI discussing the process of making educated guesses during the development stage of the interview.Your subject knows more than you do about what they were involved in. In development we want to expand the admissions to get closer to the true involvement that they’ve had, so you want to make educated guesses about what else they might have taken based on their admission.For example, if someone steals a fishing pole there are accessories such as tackle, lures, fishing line, or even a boat. If someone steals a phone ask about cases, headphones, or chargers. If someone is a common booster and they take common booster items such as baby formula, ask about other booster items like razor blades, and so forth.- Sponsor – By making educated guesses we allow ourselves an opportunity to get closer to the true scope of their involvement.Every loss prevention investigator should continuously strive to enhance their investigative interviewing skills as part of an ongoing commitment to best-in-class interviewing performance. This includes holding ourselves to an elite standard of interview and interrogation training that is ethical, moral and legal while demanding excellence in the pursuit of the truth. The International Association of Interviewers (IAI) and Wicklander-Zulawski (WZ) provide interview and interrogation training programs and additional guidance to investigators when dealing with dishonest employees, employee theft, sexual harassment, policy violations, building rapport, pre-employment interviewing, lying, denials and obtaining a statement.By focusing on the latest information and research from experts in the field as well as academia, legal and psychological resources, these video tips provide interview and interrogation training techniques that can enhance the skill sets of professionals with backgrounds in Law Enforcement, Loss Prevention, Security, Asset Protection, Human Resources, Auditors or anyone looking to obtain the truth.To learn more about interview and interrogation training and how you can further develop your professional skill sets, please visit www.w-z.com or www.certifiedinterviewer.com for additional information. Stay UpdatedGet critical information for loss prevention professionals, security and retail management delivered right to your inbox. Sign up now