HR professionals can’t necessarily predict which country or continent theirtalent will come from over the next few years. But they can put the online recruitmentstrategies in place to ensure they get first choice. Sue Weekes reportsTwo years ago, the internet was being hailed as the single most importantfactor in the growth of the global recruitment market. Job boards and corporatewebsites with the power to display a vacancy on a computer screen anywhere inthe world within seconds, opened up a vast new pool of talent, making the worlda recruiter’s oyster. But within a year, the dotcom bubble burst and tech stocks crashed.September 11 occurred, fuelling a world recession, big business was rocked byscandals such as Enron and Worldcom, and recruitment fell off the agenda,seemingly taking internet recruitment with it. Despite the slowing economy and reduction in hiring, it may surprise you tohear that online recruiting services actually grew 53 per cent in 2001 to$2.8bn, says Marc Pramuk, senior analyst at IDC. “This growth emphasises the fundamental shift in the recruitment andstaffing services market that identifies e-recruiting services as a vital partof how organisations attract and hire the best candidates for openpositions,” he says. By 2006, IDC projects that the worldwide e-recruitingmarket will reach almost $15.7bn, with a compound annual growth rate of 40.9per cent. With the HR function currently preoccupied with redundancy packages ratherthan induction courses, online recruitment strategies facilitating globalrecruitment may not seem like a priority. Even if organisations don’t want tomake any new investment in it at the moment – and may indeed have troublesigning if off anyway – it is a critical time to assess the situation andresearch the options available. In the long run, you can’t afford not to. Theconcept of a single world economy may seem a good deal further away than it was12 months ago, but there are enough pockets of cross-border recruitmentactivity in both directions to make even the most global-sceptics sit up andtake note. The European Union has already opened up the entire continent to itsmembers, and recent news reports have warned of a ‘reverse Auf Wiedersehen Pet’effect by 2020. They predict the UK looking towards Europe for manual labourdue to a shortage at home caused by school-leavers opting for further study andqualifications, rather than the manual trades. There is also evidence to suggest that plenty of people are willing to gomuch further afield than town or country, and would happily change continent,says Joe Slavin, managing director of Monster UK, part of the worldwide Monsternetwork of job sites. Earlier this year, Monster conducted a Pan-European poll,asking its users how far they would move for an exciting new job. “Nearly two in five voters replied that they wouldn’t mind movingcontinent if the right job offer came along,” says Slavin. “However,one in five voters preferred not to move at all rather than make small movesacross borders.” He adds that companies advertising in three or morecountries now make up 25 per cent of Monster UK’s business, and it is growing. Kris Jarzebowski, managing director of CareerJunction, the leading job sitein South Africa which formed an alliance with the UK’s Totaljobs.com this July,observes similar attitudes in his region. “People moving globally is a world trend that will definitely continueinto the future, which is why we are keen to build alliances such as thisone,” he says. “Many South Africans travel to the UK to take upemployment for periods averaging two years, returning with valuable pounds thatare so much stronger than the rand.” All of the major job sites report a growing demand for global recruitmentsolutions, and IDC predicts that while countries such as the UK and Germanywill become the leaders in providing e-recruiting services, the challenge willbe establishing localised services to successfully address each market in thelight of different languages and regulations. Most are meeting this challenge: be it by taking the almost McDonalds-likebrand-led approach, as Monster has done – setting up websites and bricks andmortar offices across 21 countries, the latter being largely staffed bynationals in that country – or by partnering, like rival TotalJobs is currentlybusy doing. Its alliance with South African site CareerJunction followed asimilar union with top Australian job board Seek.com.au and more are plannedover the next 12 months. “We found that we’ve got to have a global solution to offer in order toenhance our UK offering,” says Keith Robinson, operations director forTotaljobs.com. “It is a key plank in our strategy.” TopJobs, meanwhile, has taken both approaches, offering its Topjobs.net URLfor worldwide recruiting to clients, such as international utilities companyMcKinnon & Clarke, and European search and selection company MonpellierPartnership, along with branded sites in Switzerland and Norway, and affiliatesin Spain, Poland and Thailand. As well as a huge potential pool of global talent, online recruitment savesa considerable amount of time and money. In some cases, it is even fair to sayit has made international recruitment financially viable. One recruiter wespoke to quoted a £230,000 spend to advertise a job across several Europeannewspapers for one week, compared with £200,000 for an entire year on the net. David Rawlins, director of specialist recruitment firm Quantica, hasexperience of recruiting all over the world, and while the internet is only onepart of the mix that he uses, its reduced cost has already made it an effectivelow-risk option for one of his job searches. “We were looking to fill an HR role in Germany and did a search andfound some candidates, but the person we offered it to declined,” he said.”So we put it on Monster. Even if we’d got nothing after two weeks, wewouldn’t have lost very much, but we got a really good standard of applicantand appointed someone. In that instance, it worked really well.” But cost and time-savings aside, the web’s main strengths of reach, ease ofuse and speed of response, have also occasionally proved to be its AchillesHeel. The age-old moan of internet recruitment delivering quantity and notquality persists, and is likely to be magnified by the enlarged internationalpool of jobseekers. Claire Stern, HR director of Countrywide, a UK public relations company,wasn’t even looking for an international response to an ad placed on oneleading job board, but received one nonetheless. “I deliberately placed a financial assistant job ad on the web to testit out, and was very clear about the requirements,” she explains. “Ireceived more than 100 replies, but not one was appropriate. They were eitherable to live here but did not speak the language, or else spoke the language,but were unable to live and work over here. It gave me a much biggeradministrative headache than traditional recruitment methods.” Sadly, experiences like this can, and do, deter HR professionals from usingonline recruitment systems. But these problems can be avoided by employing anonline management tool to assist in the process. In fairness to Stern, it was a one-off test, so you wouldn’t expect thecompany to have any candidate management tools in place. But anyone seriousabout online recruitment, global or otherwise, needs some way of automaticallymanaging response and filtering out unsuitable candidates in the early stages.Posting a few ads on a job site does not make an online recruitment strategy,and if you’ve struggled to make internet recruitment work on a national level,you’ll have no chance internationally without the right structures in place(see right). Sean Dixon, HR manager of FedEx Express in the UK, Ireland and Scandinavia –a subsidiary of the FedEx Corp, the world’s biggest express transportationcompany – needed a tool that could service its global reach and a massivecandidate response rate. It adopted Monster’s one-stop HR solution, Monster HR(MOHR), which helped it handle, manage and screen candidates from one location,while remaining accessible throughout its business. The European, Middle East and Africa (EMEA) region of FedEx is responsiblefor the activities of offices in 113 countries, and has headquarters inBrussels and its European hub in Paris. The EMEA office has more than 7,800employees, and 14 call centres taking 1,000 calls a day. “Online recruitment provides us with cost-efficient, fast, flexible andeffective solutions to meet our recruitment needs, combined with a massivereach to a global pool of talent,” says Dixon. “We identified that the basis of building effective online recruitmentstrategies was to find a partner with a career site that could offer us thegreatest reach. We have been placing ads on Monster for the past six monthsacross Europe, and had a staggering response of more than 107,000 hits. Thecandidate profiles we received have been remarkable.” To his own surprise, Dixon explodes the myth that online recruitment onlyworks at an executive level. “We anticipated success using Monster in our IT and executiveprofessional fields. However, we were pleasantly surprised by the success inour frontline positions, such as couriers, warehouse agents and clerical jobs,and this success is replicated across all of our European markets, especiallyin France, Italy, Spain and the UK.” FedEx Express shows how a structured and robust online recruitment andmanagement system can service ongoing day-to-day needs but can also allowrecruiters to tap into the global talent pool to solve one-off needs, such asskills shortages, or the search for elusive specialist talent. TotalJobs believes its recent alliance with CareerJunction and Seek.com.aucould help the NHS and education sectors stave off potential skills shortagesin the light of the recent cash injection by Chancellor Gordon Brown. TheAustralian alliance has already placed a number of healthcare professionalsfrom Australia through international staffing specialist, Beresford BlakeThomas. “While the web speeds up initial stages of receiving candidate details,responding to the needs and understanding of local etiquette and businessprotocol can be difficult and time-consuming for the overseas recruiter,”says Quantica’s Rawlins. “There are underlying, unspoken cultural barriersto recruitment across some international boundaries – factors such as thecost-of-living differentials between Germany and Switzerland, forinstance.” As IDC states, ‘localising’ services will be the key challenge fore-recruiting service providers. But HR, too, must take responsibility foradapting itself to tap into the global talent pool. Namely, by putting theright management tools and internal structures in place. Without them, thefunction is unlikely to make online recruitment work across a few miles, letalone a different continent. Tools of the e-tradeOnline management tools come in avariety of guises and can range from simple questions ensuring the candidatehas the basic requirements for the job, to online psychometric testing. Thepast 18 months have also seen the rise of the end-to-end recruiter, whichmanages the whole online process, from advertising the application, toshortlisting candidates – these include JobPartner’s Active Recruiter systemand Mr Ted’s TalentLink, which were looked at in more detail previously inPersonnel Today (Net Gains, 15 January 2002).Another major development has been the big back-office systemsproviders such as Oracle and SAP, now providing an eHR module which can receivedata from the corporate website or another job site. David Hurst, publisher ofOnline recruitment, the specialist magazine and website, sees this as one ofthe drivers for an increased take-up of internet recruitment around the world. “They have big clients and at last we can move away fromthis nonsensical situation where personnel data comes in, is printed off, andthen re-keyed into a different system,” he says.Whether you opt for an end-to-end recruitment company or toolsoffered by a job board, you should be able to build in the kind of questionsthat are key to global recruitment if they aren’t already there, relating toissues such as languages, work permits and visas. “These are simple ‘yes/no’ things,” says Andy Baker,managing director of Workthing, which acquired online job site PeopleBank atthe beginning of 2002. It is now incorporating more advanced features, such aspsychometric testing for some of its clients. Other tools which can help sift out unsuitablecandidates include Isero’s TalkingCV, which allows candidates to record aninterview according to a pre-defined structure set by the client, and thenupload it on a website for recruiters and line managers to see. It is currentlybeing used by the British Council, which promotes English teaching abroad andplaces English teachers around the globe, often having to call them in fromother parts of the world. “OK, you might eventually have to get acandidate on a plane for an interview,” says Isero sales director PhilTaylor. “But this offers another stage before that to help recruitersdecide if a candidate is right.” Going globalOn 3 Sep 2002 in Personnel Today Comments are closed. Related posts:No related photos. Previous Article Next Article
Geomagnetic storms in the Antarctic F-region. I. Diurnal and seasonal patterns for main phase effects
New analysis procedures are used to show that the main phase mid-latitude storm effects conform to consistent patterns in local time when suitable selection rules are applied, with averaging over several years. Changes in ƒƒoF2, with respect to estimated quiet-time values, are analysed in terms of ap(τ), a new geomagnetic index derived to take account of integrated disturbance. Reduction of ƒƒoF2is greatest during the early morning hours, in summer, at higher geomagnetic latitudes, near solar minimum and through the more active periods. The various dependencies are quantitatively determined for the first time by creating an average ‘steady state’ disturbance, rather than following specific storm events. This approach will permit tests of competing theories using available modelling programs.
Provide clinical teaching to medical students, residents andfellows, and provide clinical patient care at UW Health inpatientand outpatient approved locations. The faculty member may serve ascore faculty in the Geriatric Fellowship Program.The faculty member will provide inpatient consults for older adultsin the Acute Care for Elders (ACE) program. This person will alsobe responsible for outpatient specialty care consults for ourGeriatric Assessment Clinic (GAC). In addition, this faculty memberwill serve as medical director for one or more local nursing homesand provide primary care to patients in nursing homes. License or Certificate: Instructions to Applicants: NegotiableANNUAL (12 months) Eligible for Wisconsin Medical license. Completed accredited geriatric and internal medicinetraining. Toni [email protected] Access (WTRS): 7-1-1 (out-of-state: TTY: 800.947.3529, STS:800.833.7637) and above Phone number (See RELAY_SERVICE for furtherinformation. ) Official Title: Salary: Appointment Type, Duration: Institutional Statement on Diversity: Anticipated Begin Date: The School of Medicine and Public Health has a deep and profoundcommitment to diversity both as an end in itself but, also as avaluable means for eliminating health disparities. As such, westrongly encourage applications from candidates who foster andpromote the values of diversity and inclusion.Hire will be subject to criminal and Caregiver background checkrequirements. CLINICAL ASST PROF(D53NN) Additional Information: Academic Staff-Renewable Minimum Years and Type of Relevant Work Experience: The University of Wisconsin is an Equal Opportunity andAffirmative Action Employer. We promote excellence throughdiversity and encourage all qualified individuals to apply.If you need to request an accommodation because of a disability,you can find information about how to make a request at thefollowing website: https://oed.wisc.edu/disability-accommodation-information-for-applicants/ MD, DO or equivalent. Diversity is a source of strength, creativity, and innovation forUW-Madison. We value the contributions of each person and respectthe profound ways their identity, culture, background, experience,status, abilities, and opinion enrich the university community. Wecommit ourselves to the pursuit of excellence in teaching,research, outreach, and diversity as inextricably linkedgoals.The University of Wisconsin-Madison fulfills its public mission bycreating a welcoming and inclusive community for people from everybackground – people who as students, faculty, and staff serveWisconsin and the world.For more information on diversity and inclusion on campus, pleasevisit: Diversity andInclusion Contact: Degree and Area of Specialization: This is a clinical (non-tenure) faculty position in the Division ofGeriatrics & Gerontology at the UW School of Medicine andPublic Health. The successful candidate will provide clinicalteaching to medical students, residents and fellows, with clinicalresponsibilities at UW Health inpatient and outpatient approvedlocations. The faculty member may serve as core faculty in theGeriatric Fellowship Program.The faculty member is responsible for providing inpatient consultswithin UW Health Hospital locations for older adults in the AcuteCare for Elders (ACE) program. This person will also provideoutpatient specialty care consults in one or more outpatientgeriatric clinics for our Geriatric Assessment Clinic (GAC). Inaddition, this faculty member will serve as medical director forone or more local nursing homes and provide primary care topatients in nursing homes. Employment Class: Principal Duties: Position Summary: Department(s): A534255-MEDICAL SCHOOL/MEDICINE/GER-AD DEV Ongoing/Renewable Full Time: 100% To begin the application process please click on the “” button. Youwill be asked to upload a letter of interest and current CV.The deadline for assuring full consideration is March 1, 2021,however, the position will remain open and applications may beconsidered until the position is filled. JULY 01, 2021 Job no: 99414-ASWork type: Faculty-Full TimeDepartment: SMPH/MEDICINE/GER-AD DEVLocation: MadisonCategories: Health Care, Medical, Social Services,Instructional 99414-AS Employment will require a criminal background check. It will alsorequire you and your references to answer questions regardingsexual violence and sexual harassment.The University of Wisconsin System will not reveal the identitiesof applicants who request confidentiality in writing, except thatthe identity of the successful candidate will be released. See Wis.Stat. sec. 19.36(7).The Annual Security and FireSafety Report contains current campus safety and disciplinarypolicies, crime statistics for the previous 3 calendar years, andon-campus student housing fire safety policies and fire statisticsfor the previous 3 calendar years. UW-Madison will provide a papercopy upon request; please contact the University of Wisconsin PoliceDepartment . Work Type: Job Number: Applications Open: Jul 10 2019 Central Daylight TimeApplications Close:
Professor Michael Freeden of Mansfield College has been selected for the Sir Isaiah Berlin Prize for Lifetime Contribution to Political Studies by the Political Studies Association (PSA).Freeden joined Mansfield in 1978, and despite retiring from the University in 2011, he continues to work conscientiously in his field. In particular, his eagerly awaited large-scale study of the nature of political thinking is due to be completed this year.Freeden’s scholarship include many articles and essays collected in Liberal Languages: Ideological Imaginations and Twentieth Century Political Thought, that provides detailed accounts of particular liberal thinkers such as T.H. Green and D.G. Ritchie and groups such as the Rainbow Circle.In addition to his own wide-ranging and distinguished scholarship, Freeden has exercised great leadership and energy in opening up new institutional spaces for scholarly interest in the study of ideology to develop and flourish. He was the guiding force behind the innovative Centre for Political Ideologies, established in the Department of Politics and International Relations at the University of Oxford.Professor Freeden was particularly pleased to receive the Sir Isaiah Berlin prize of the PSA, commenting, “Isaiah Berlin had shown kindness to me, as he did to so many others, when I was a young scholar at Oxford. I think that the award, for which I am very grateful, recognizes two things: the coming of age of ideology studies within the ambit of political theory, and the need for political theorists to look at the actual practicing of political thinking in societies as distinct from the construction of normative ideal types that are often removed from real-world possibilities.”Mansfield College Alumni Officer Bob Trafford expressed sincere congratulations to Professor Freeden on the College’s behalf to Cherwell, “From 1978 until his retirement in 2011, Professor Freeden had long been one of the pillars of Mansfield life, popular and respected amongst generations of our students, as well as amongst the College staff and the SCR, and we are delighted and proud to see his many enduring and immensely valuable contributions to Political Studies commemorated in this way.”For many students, having the opportunity to engage in hour-long tutorials and classes with such leaders-in-their-fields is a unique privilege. A second year PPEist commented, “I think the best thing about Oxford is the tutorial system. To have discussions with leading academics such as Professor Freeden is really an honour!”A spokesperson for the University concurred, “It is a fantastic achievement for Professor Freeden to have his contribution to the field of political studies recognised with such a prestigious honour. Prizes such as this and others awarded to Oxford University academics across the subject spectrum is a real testament to the strength of Oxford’s academic community and the intellectual leadership Oxford academics consistently demonstrate.”
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(Image courtesy of Ocean City Theatre Company) Love is in the air at the Ocean City Theatre Company (OCTC), and Cupid has inspired the nonprofit arts organization to present a virtual cabaret of love songs.Join OCTC professional performers and Junior Company students as they serenade the virtual audience with classic love songs from Broadway and beyond. This virtual cabaret is only available for one week and can be viewed at your leisure, according to an OCTC press release.“OCTC continues to adapt during this unprecedented time. We hope our fans see that we love and appreciate their support as we navigate a path forward. At the heart of our mission is the desire to bring professional and educational performing arts experiences to the residents and visitors of Ocean City,” explained OCTC founding artistic director Michael Hartman.He continued, “It has been over a year since OCTC has operated as normal, and we are relying on unique events like Cupid’s Cabaret to keep our purpose and mission moving forward. A $30 donation brings the arts to your home. Pair the entertainment with a takeout meal from your favorite local restaurant, and you have created a pandemic Valentine’s celebration that you will never forget.”An impressive lineup of singers with a long list of international performing credits will make up the cast of Cupid’s Cabaret. Familiar faces include acclaimed classical artist and OCHS graduate Kameron Ghanavati, Morgan Kirner of the National Tour of Hello Dolly, and Megan McDevitt of OCTC’s Beauty and the Beast & Newsies, as well as The Media Theatre’s productions of Elf & Newsies.Other featured performers include Gabriel Rodrigues of the International tour of Saturday Night Fever, Allyson Pace of the inaugural cruise ship production of Kinky Boots, and OCTC favorites and accomplished Regional Theatre performers Erin Whitcomb and Andrew Pace.Purchase a $30 admission ticket to get the all-access link to the Virtual Valentine’s Cabaret. You must purchase your ticket by 6 p.m. Saturday, Feb. 13.For tickets, visit www.oceancitytheatrecompany.com/valentinescabaretThis event is sponsored by the OceanFirst Foundation.
Speech: Matt Hancock’s speech in Davos on Reimagining Policy-Making for the Fourth Industrial Revolution
CHECK AGAINST DELIVERYThank you for the introduction and for inviting me here today.It’s a real honour to have been asked to close this session on ‘Reimagining policy making for the fourth industrial revolution’.We are in the midst of fundamental change, as the cost of storing and transmitting information plunges, perhaps faster than at any time since the invention of the printing press.Technology is constantly changing how we live, how we work and how we vote and campaign.Governments now have an opportunity to create an environment that supports digital businesses and creates appropriate norms and rules for the online world.My case is that responding to populist concerns can’t be done by neglecting technology but only through harnessing it for the good of citizens.I want to set out three proposals which I believe will apply to governments who want to do this successfully across the world.1. Adopt digital transformationFirstly, Governments that put technology at the heart of all their interactions with citizens will thrive.I worked at a tech business before I became an MP and then a minister. So I’ve long seen how technology can help provide solutions to long-standing policy issues.In the last decade, getting services online was critical to government efficiency and serving citizens in a way that worked for them.Our award winning Government Digital Service set the standard for usability online, which was then replicated by other governments across the world.It transformed the relationship between citizen and state, whilst the digitisation of government has saved billions for taxpayers.The lesson was loud and clear – put the user journey first and encourage people to adopt technology that will make their lives easier.Now the task is the next generation of emerging technologies, like the Internet of Things, artificial intelligence and Blockchain.You could call it the fourth industrial revolution for Government and it will be those that adopt this digital technology that will thrive.2. Make smarter regulationsMy second proposition is that economies that make sure regulations are fit for the digital age will also thrive.Digital transformation cannot take place with outdated legislation, written when if you wanted to tackle ‘trolls’ you’d need to look underneath a bridge.Just ask startups, who can often find their early years difficult due to compliance requirements written long before the digital age.Modern businesses require modern regulation – and the UK is leading the way in embracing change.Our Financial Conduct Authority has adopted what they call a ‘regulatory sandbox’. This allows businesses to test products with real consumers without them having to meet usual requirements for compliance.This provides a space to do real world trials and engage regulators from the start of development.It’s win-win; start-ups benefit from better market testing whilst consumers benefit from the safeguards that are built into new products. It is one of many reasons why the UK has now established itself as a FinTech world leader.Our Information Commissioner is adopting the same approach for big data, and so is our Civil Aviation Authority for drones. The CAA has been engaging with private sector firms on autonomous drone testing and have even been praised by Amazon for their pioneering approach.We’ve brought in a Regulators’ Pioneer Fund, to incentivise regulators to develop more approaches to support emerging technologies.This is about innovation friendly regulation. Regulation must support innovation right across the board; this should be a mantra for any Government or regulator.Only then can a country harness the opportunities of new technology and therefore thrive.3. Get ethics rightThe third and final principle that I want to talk about is the importance of developing strong ethical frameworks.Because societies that have strong ethical frameworks will thrive.Digital technology is a powerful force for good. Combined with new technologies such as artificial intelligence, it is set to change society perhaps more than any previous technological revolution – growing the economy, making us more productive, and raising living standards.But as we all know, alongside these new opportunities comes new challenges and risks.The internet can be used to spread terrorist material; it can be a tool for abuse and bullying; and, it can undermine civil discourse, objective news and intellectual property.The digital revolution has changed the way that people behave and interact.Instead of a piecemeal response to each issue separately, our response is the Digital Charter, which the Prime Minister will be setting out in her speech later today.This is a rolling programme of work to agree a consistent set of norms and rules for the online world and put them into practice.In some cases this will be through shifting our expectations of behaviour; in others we may need new laws or regulations.Our starting point will be that we will have the same rights and expect the same behaviour online as we do offline.The Charter’s core purpose is to make the internet work for everyone – for citizens, businesses and society as a whole.It will move the philosophy we apply to the Internet from libertarian to liberal values – to cherish freedom, but not the freedom to harm others.The Charter brings together a broad, ongoing programme, with priority areas including protecting people from online harms, sorting out platform liability and leading on data ethics.And I want us to practise what we preach about agile governance. It will be a ‘living’ document that sits online – and as technology changes, the Charter will evolve too.ConclusionThe Governments that thrive will themselves harness the best new technologies.The governments that thrive will themselves harness the best new technologies.The economies that thrive will have innovation friendly regulations for the digital age.And the societies that thrive will have strong ethical frameworks to make the internet a force for good.Now our task is to get on with it and make it happen.Thank you very much.
£6 million is awarded across four large collaborative projects addressing sector-wide challenges across supply chains or regulators £7 million is awarded across 36 smaller projects looking specifically at applying AI and data techniques A project to develop breakthrough artificial intelligence technology for the anti-fraud sector is one of a number of new projects set to receive funding to enable the UK accountancy, insurance and legal services industries to transform how they operate.The artificial intelligence software, being developed by Intelligent Voice Ltd, Strenuus Ltd. and the University of East London will combine AI and voice recognition technology to detect and interpret emotion and linguistics to assess the credibility of insurance claims. Insurance fraud cost the UK £3 billion in 2017, equating to £10,400 per fraudulent claim, and costing consumers an extra £50 per policy.The project is one of 40 backed by £13 million in Government investment to support collaborative industry and research projects to develop the next-generation of professional services.Other examples include: The service industry around the world is being transformed by information technology. The Next Generation Services Challenge offers important opportunities for transformation of the legal, insurance and accountancy sectors across the UK. Through the Industrial Strategy Challenge Fund we are building on UK expertise in artificial intelligence and data science to deliver benefits that will be felt in the services sector and beyond. the Lord Chancellor announced the new LawTech Delivery Panel chaired by Law Society President Christina Blacklaws, which will provide direction to the legal sector and help foster an environment in which new technology can thrive. The Government recognises the importance of embracing cutting-edge initiatives to ensure the UK’s £24billion legal services sector continues to grow and retain its world-leading reputation. The projects announced today back innovation in the accountancy, insurance and legal services and are part of the Next Generation Services Industrial Strategy Challenge Fund. This is a £20 million fund, administered by UK Research and Innovation (UKRI), to support the development and adoption of AI and Data technologies that will transform the UK’s services industries.UK Research and Innovation Chief Executive, Professor Sir Mark Walport, said: Businesses and customers to benefit from 40 new artificial intelligence and data analytics projects to increase productivity and improve customer service in professional services sector Projects include an online “bot” for quick legal advice, voice recognition technology to detect fraudulent insurance claims, and artificial intelligence to review business expenditure Part of the Industrial Strategy ‘Next Generation’ Challenge Fund to ensure UK professional services remain world-leading UK Research and InnovationUK Research and Innovation is a new body which works in partnership with universities, research organisations, businesses, charities, and government to create the best possible environment for research and innovation to flourish. We aim to maximise the contribution of each of our component parts, working individually and collectively. We work with our many partners to benefit everyone through knowledge, talent and ideas.Operating across the whole of the UK with a combined budget of more than £7 billion, UK Research and Innovation brings together the Arts and Humanities Research Council; Biotechnology and Biological Sciences Research Council; Engineering and Physical Sciences Research Council; Economic and Social Research Council; Innovate UK; Medical Research Council; Natural Environment Research Council; Research England; and Science and Technology Facilities Council.The AI and Data Grand ChallengeThe Industrial Strategy sets out Grand Challenges to put the UK at the forefront of the industries of the future, ensuring that the UK takes advantage of major global changes, improving people’s lives and the country’s productivity. Artificial intelligence and data is one of the four Grand Challenges which will see AI used across a variety of industries and put the UK at the forefront of the AI and data revolution. Business Secretary Greg Clark said: Artificial intelligence and data are transforming industries across the world.We are combining our unique heritage in AI with our world beating professional services to put the UK at the forefront of these cutting-edge technologies and their application. We want to ensure businesses and consumers benefit from the application of AI – from providing quicker access to legal advice for customers, to tackling fraudulent insurance claims, these projects illustrate our modern Industrial Strategy in action. We’re investing record levels in research and development so that every part of the UK can benefit from the industries and high-skilled jobs of the future. an online “bot” which will use artificial intelligence to provide quick answers to legal questions online an analysis tool which looks at images collected by drones to assess flood-damaged areas, using a 3D image recognition system to evaluate flood extent and depth alongside impacts on buildings and infrastructure to help with insurance claim assessments artificial intelligence software that will analyse accounting data and suggest ways for businesses to cut expenditure, suggesting new deals on gas, water and electricity bills this announcement builds on reviews that BEIS has undertaken with the InsurTech (insurance technology) and LawTech (legal technology) emerging sectors, in partnership with Treasury and the Ministry of Justice. The Government’s modern Industrial Strategy commits to placing the UK at the forefront of the sectors and technologies of the future. The research and development projects will begin work from this month and could see initiatives rolled out in the industries by 2020/21.Notes to editorsAwards were made across 2 competitions: BEIS has worked closely with innovative businesses to understand their barriers to growth. This has led to government supporting Tech Nation to set up and establish the InsurTech Board, which convenes leading start-ups, market bodies and established insurers to devise industry-led initiatives that reinforce the UK’s position as the world leading insurance and reinsurance market. in 2017, HMT established the Fintech Delivery Panel, an industry forum tasked with driving forward industry-led initiatives, and actively supports other groups championing the cause of UK Fintech.
Read Full Story Coping with humanitarian emergencies brought on by war, famine, or a natural disaster is rife with challenges. Aid workers can face armed militias, an earthquake-stricken landscape of blocked roads and crumbling buildings, masses of displaced people on the move, or a confusing situation in which dozens of aid organizations are all trying to help at the same time—but are not coordinating with each other.Given the challenges, said Michael VanRooyen, director of the Harvard Humanitarian Initiative (HHI), it’s essential for humanitarian organizations to utilize new technologies that can help with communication, information-gathering, and data analysis. VanRooyen spoke at an HSPH Hot Topics lecture on Aug. 16, 2011.A research and academic center focused on humanitarian issues, HHI runs a number of programs aimed at helping governments, non-governmental organizations, and the United Nations make the best possible use of the latest technology while delivering humanitarian aid.
Samir Mitragotri, a leading chemical- and bio-engineer who develops new techniques and materials for treating conditions such as diabetes, cancer and bleeding disorders, will join the faculty of the Harvard John A. Paulson School of Engineering and Applied Sciences (SEAS). He is currently the Mellichamp Professor in the Department of Chemical Engineering at the University of California, Santa Barbara, where he is the founding director of the Center for Bioengineering.Mitragotri will join SEAS in July as the Hiller Professor of Bioengineering and Wyss Professor of Biologically Inspired Engineering. He will also be a core faculty member of the Wyss Institute for Biologically Inspired Engineering at Harvard.In modern medical practice, needles and syringes are the most common way of administering macromolecular drugs. Mitragotri has developed pioneering technologies to noninvasively deliver medicines using skin patches. Skin is a tough barrier; its purpose is to prevent drug transport rather than facilitate it. Mitragotri conducted pioneering research on skin’s barrier function and developed techniques to successfully overcome it to allow delivery of biopharmaceutical drugs.Mitragotri has also developed nanoparticles that can target tumors for the treatment of cancer, materials that can deliver proteins orally for diabetes, and synthetic analogs of blood components that can deliver medicines for bleeding disorders. Several of his inventions have been translated into clinical products. Read Full Story