The Nike HyperAdapt 1.0, the first self-lacing - or adaptive lacing in Nike’s terms - brings those Back to The Future shoes worn by Michael J. Fox to life.

“When you step in, your heel will hit a sensor and the system will automatically tighten,” explains Tiffany Beers, Senior Innovator, NIKE, Inc., and the project’s technical lead. “Then there are two buttons on the side of the shoe to tighten and loosen the lacing. You can adjust it until it’s perfect.”

Nike says that the shoe translates deep research in digital, electrical and mechanical engineering into a product designed for movement. They went on to say that it challenges traditional understanding of fit, proposing an ultimate solution to individual idiosyncrasies in lacing and tension preference.

According to Tinker Hatfield, “Innovation at Nike is not about dreaming of tomorrow. It’s about accelerating toward it.” “We’re able to anticipate the needs of athletes because we know them better than anybody. Sometimes, we deliver a reality before others have even begun to imagine it.”

Published in New Products

Katherine Archuleta, the embattled Office of Personnel Management director, resigned last week amid a cascading scandal over her handling of a massive breach of federal employee records that included security-clearance details dating back 15 years.

Archuleta, who has been at the helm of OPM since November 2013, faced pressure from a rush of lawmakers who called for her firing, including the top three House Republicans and Democratic Sen. Mark Warner, who sits on the Senate Intelligence Committee.

Most recently, sensitive information from at least 15 years of background investigations of 21.5 million employees, contractors and job applicants seeking security clearances, and their families, was compromised. That was in addition to another theft, first revealed on June 4, of personal data on 4.2 million employees, including Social Security numbers.

According to the Washington Post, "confidence in her was shaken beyond repair." Beth Cobert, OPM's deputy director for management, will take over Archuleta's job. She will now be tasked with implementing changes already underway, like boosting the use of two-factor authentication and reducing the number of "privileged users" on the agency's networks. She will also oversee the benefits provided to those affected by the hacks, and the selection of a contractor to deliver those services.

"I believe it is best for me to step aside and allow new leadership to step in, enabling the agency to move beyond the current challenges and allowing the employees at OPM to continue their important work," said a prepared statement by Archuleta. "I am honored to have led this organization and to have served alongside the incredible team at OPM. I have complete confidence in their ability to continue fulfill OPM's important mission of recruiting, retaining and honoring a world-class workforce to serve the American People."

Published in Latest News

Eighty-four percent of upper and mid-level management at 40 professional services firms say that their staff is inconsiderate and rude in the workplace. In addition, the same respondents cited by 65 percent that they felt a majority of their staff lacked a moral compass.
Respondents cited their company's "political correctness," their own inability to have confrontation, and constraints instituted by their human resources department as stumbling blocks. Among the items most mentioned by managers were:

1) untimely and inappropriate use of cellphones
2) wearing inappropriate clothing to work
3) complete lack of courtesy
4) use of street talk and signs in professional meetings
5) the inability of younger staff to write a letter/email
6) the lack of personal responsibility
7) failure to say "please" and "thank you"
8) lying to phone caller
9) hanging up on phone calls when they are confronted and were uncomfortable
10) cheating on time billed to clients and stealing time by arriving late and leaving early

—Complete research results:

Published in Latest News

Organizations spent an average of $1,208 per employee on training and development initiatives in 2013, a slight increase over 2012 spending, according to ATD's "2014 State of the Industry" report, sponsored by Skillsoft and the Ken Blanchard Companies.

The report's findings paint a stable and consistent picture of the talent development industry. The report shows the use of technology is significant in the delivery of training, while the role of instructors remains firm.

The report is based on a survey of 340 organizations of various sizes, industries and locations. The findings for the report are pulled from two data sources: a consolidated source of all organizations; and a data source pulling from 33 BEST Award-winning organizations.

Key findings:

>> Per-employee spending slightly increased in 2013, at an average $1,208 per employee ($1,195 in 2012).

>> 10% of expenditures went to tuition reimbursement.

>> Direct expenditure as a percentage of profit increased from 5.9% to 7.5%.

>> Employees averaged 31.5 hours of training in 2013. Employees in BEST organizations used 35.5 hours, substantially lower than in 2012 (57.7).

>> The average cost per learning hour dropped from $89 to $74.

>> The top three areas of training content in 2013 were: mandatory and compliance (11.5%); managerial and supervisory (11.5%); and processes, procedures, and business practices (9.1%).

>> Instructor-led classroom delivery continued to be the most popular method of formal learning in 2013 (54.6%).

—More info:


Published in Latest News

Vubiz and Employers Group (EG) launched, an e-learning venture that provides easy and cost-effective online training for EG's members and their employees. The system, built by Vubiz on a new learning management system, allows employers to provide their staff with effective e-training to meet compliance, professional and self-development needs at the very best possible price.

Features of service include: the ability to choose a package 75, 50, or 20 courses, all of which include compliant Harassment Prevention Training; quarterly payment options; zero set-up fees and URL and website branding.

—More info:

Published in Ideas

Many compliance training programs work by giving participants the standards and document receipt, and then calling it a day. If key rules are breached, offenders pay the price.

But that's not efficient — or safe, according ELI, Inc., president and CEO Stephen Paskoff, who is also a former EEOC trial attorney.

"In situations where behaviors cause harm to the public or a workforce, that type of learning just isn't good enough. A reprimand or discharge can't undo the grave harm that co-workers or members of the public may suffer as a result of unchecked toxic or dangerous behaviors," he recently wrote.

He further believes that key standards need to be repeated via annual communications and "by what the organization's leaders at all levels say and do routinely on the job and when faced with real, as opposed to, hypothetical situations."

—More info:

Published in Latest News


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