Waching daily Apr 26 2018

IF YOU HAVE A BANK ACCOUNT OR IF YOU HAVE ACCESS TO BANKING

IF YOU WANTED TO BANK YOU MIGHT BE SURPRISED TO FIND OUT

THAT FOR MANY AMERICANS THEY DON'T HAVE ACCESS TO THAT.

IT CAN BE A FINANCIALLY CRIPPLING BURDEN TO NOT BE ABLE

TO ACTUALLY GO TO A BANK, OPTIONS YOU HAVE TO TURN TO

OUR INCREDIBLY COSTLY.

THEY SPEND A LOT OF LOBBYING MONEY TO KEEP IT THAT WAY.

BUT THERE ARE SOME IDEAS THAT COULD FIX THIS PROBLEM.

SEN.

KRISTIN GILLIBRAND HAS A PROPOSAL THAT WAS RELEASED TODAY

THAT FOLLOWS SOME THINKING THAT COULD POSSIBLY FIX A PROBLEM.

YOU WOULD

BE ADDING ON EXISTING SERVICES TO A VERY

AVAILABLE SERVICE.

AND IN PARTICULAR THE UN-BANKED RATE ñ WHILE THIS WOULD HELP

MANY AMERICANS, IT COULD ACTUALLY BE MORE HELPFUL.

BERNIE SANDERS HAS BEEN PROPOSING SOMETHING LIKE

THIS FOR YEARS.

HE WAS ON VICE A WEEK AGO.

>> I'M GOING TO GIVE YOU A COUPLE MORE NUMBERS AND TELL YOU

THAT THE NUMBERS IS $375.

BY THE TIME THEY PAY BACK, THEY HAVE $520

IN INTEREST AND FEES ON TOP OF THE 375 THEY HAVE TO RETURN.

THAT IS BACKBREAKING.

ANNUAL INCOME IS 25,000 ñ THEY SPEND NEARLY 10%

ON THEIR INCOME ON JUST PAYING BACK MONEY.

IN THIS CASE INSTEAD OF PAYING HUNDREDS OF PERCENTAGES IN

INTEREST THAT THEY GET, WHICH IS UNBELIEVABLE, USED TO BECAUSE

LOANSHARKING, NOT THE POST OFFICE IF THEY DO IT THERE IT

WOULD BE A LITTLE ABOVE 2%.

DO YOU HAVE ANY IDEA WHAT KIND OF MONEY THAT WOULD SAVE?

IT COULD CHANGE THEIR LIVES.

INSTEAD OF LOSING 10% OF THEIR INCOME TO PAYING BACK INTEREST

AND FEES TO PAY A REASONABLE INTEREST.

LOOK AT ALL THE SENATORS COMPETING HAVING MORE AND MORE

PROGRESSIVE POLICY POSITIONS.

REMIND ME AGAIN WHO WAS GOING TO WIN THE PRIMARIES?

THE IDEA WAS

THAT THE ESTABLISHMENT WILL REASSERT ITSELF AND THE VOTERS

OF THE DEMOCRATIC PARTY ARE NOT REALLY THAT PROGRESSIVE,

REMEMBER HILLARY CLINTON ALSO WANTED CORPORATE TAX CUTS.

THE IDEA IS THAT THAT IS WHAT DEMOCRATS WANT.

THAT IDEA HAS BEEN DEFEATED.

IT DOESN'T MEAN THEY ARE NOT GOING TO DO IT ONCE THEY

GET INTO OFFICE.

I AM NOT NAœVE BUT RIGHT NOW EVERYONE WHO WAS THINKING OF

RUNNING FOR PRESIDENT, THEY ARE ALL COMPETING TO BE MORE

PROGRESSIVE.

>>YEARS OUT FROM THE PRIMARY.

>> SO IT TURNS OUT THE VOTERS DID WANT A PROGRESSIVE SO THE

ESTABLISHMENT WAS WRONG AND ONCE AGAIN WE WERE RIGHT.

IF WE WERE NOT RIGHT DO YOU THINK GILLIBRAND BOOKER WOULD

BE RUSHING TO THE LEFT?

THE REASON WHY I THINK THE STORY IS SO MUCH A WATERSHED MOMENT IS

BECAUSE THIS IS NOT FAKE PROGRESSIVE, THIS IS ACTUAL

PROGRESSIVE.

WHY DON'T I PASS SOMETHING THAT IS POPULAR?

IT

WILL HELP ME GET ELECTED AND BE GOOD FOR MY CONSTITUENTS.

>>SO YOU HAVE UNPOPULAR VIEWS SO WE NEED CORPORATE MONEY TO RUN

ADS TO FOOL PEOPLE TO GETTING YOU INTO OFFICE.

WHY DON'T YOU DO WHAT PEOPLE WANT THEN YOU DON'T NEED THE

MONEY AT ALL?

>> SO THIS ISñ I BELIEVE THIS IS

NOT JUST PRETENDING ANYMORE.

WE HAVE REACHED A MOMENT WHERE THEY HAVE ACTUALLY BECOME

PROGRESSIVES.

THIS IS A GREAT BILL, SHE HAS HER NAME ON IT.

LET'S SAY GILLIBRAND GOES ALL THE WAY THROUGH AND RUNS FOR

PRESIDENT NOW SHE WOULD HAVE TO PROPOSE THIS, IT IS ONE OF

THEIR SIGNATURE PROPOSALS.

>>EITHER WAY WE WILL CONTINUE TO WATCH HER, IT IS OUR JOB.

>> OF COURSE WE WILL STAY ON THEM BUT ALSO CREDIT WHERE

CREDIT IS DUE.

IT TURNS OUT WE WERE RIGHT ABOUT THE VOTERS AND NOW HAVE TO COME

CATER TO YOU, WHICH IS A GREAT PLACE

TO BE.

For more infomation >> Kirsten Gillibrand Proposes Post Office Banking For All - Duration: 6:48.

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FNN: Red for Ed rallies across AZ, child shot in Glendale - Duration: 9:14:37.

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How to manage employee development in Dynamics 365 for Talent - Duration: 3:44.

Dynamics 365 for Talent has several tools to best utilize and grow your employees in your organization. First, by capturing your

employees' competencies and then utilizing that data to help make decisions. For example, while having discussions with employees

regarding where they may want to move and grow in their careers, HR professionals or managers can use the skill gap analysis

skill-gap analysis functionality found in the system.

Perhaps John in your organization has been a sales associate for several years, and would like to move into a sales manager role. By

entering John's information in the Skill gap analysis form, you can compare John's information with that of a sales manager.

I can compare John's skills, shown in the Actual column, with the Target column, which is the sales manager skills.

This will help John have a good conversation with his manager and help him understand where there may be opportunities

to grow his skill set in the future and help him move into that sales manager role that he desires.

In addition, still mapping profiles can be used in succession planning,

or for filling open roles in your organization with internal resources.

For example, let's say you have very tenured and experienced individual in your organization named Kevin Cook. Kevin is going to be retiring

in the near future and you want to understand who in your organization would be best suited to fill Kevin's role once he leaves.

By entering this information retrieving Kevin's profile, I have brought in any of the certificates

skills and education that Kevin currently has. I can see that he has the solution selling certificate and with each

of these items I can indicate if it's optional and assign its importance to it.

Here, in the skills section, I have indicated that customer focus in sales presentations

skills are more important than some other skills when we look at hiring a new sales manager.

Once have entered this information, I can execute this.

This will take Kevin's information and competencies and compare those

against the competencies of the employees in our organization.

Once this is complete, I can look at the results.

The results have listed, in order, who may best be suited to fill Kevin's role.

It appears that Rick, out of a total possible 14 points, achieved 10 points,

indicating that he has the skills set very closely matching that of Kevin Cook's.

Should I want, I could drill down on Rick's resume

by looking into his education, skills and other competencies in more detail, helping me to make those decisions.

This gives you a quick look into how your company can use the competencies

and development tools found in Dynamics 365 for Talent. (Thanks for watching!)

For more infomation >> How to manage employee development in Dynamics 365 for Talent - Duration: 3:44.

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How to manage compensation in Dynamics 365 for Talent - Duration: 3:31.

Compensation within Dynamics 365 for Talent allows you to manage both fixed and variable compensation for the employees in your

organization. From the dashboard, we can click on Compensation management, which takes us to the Compensation workspace.

Within the Summary tab, I can easily view the fixed and variable compensation plans I created in my environment.

You can see I've created nine different fixed compensation plans relating to my band, grade and step employees.

I've also created a plan per compensation region. I've got a central, east and west compensation region.

By selecting a particular compensation plan, I can view how many employees are assigned to that

plan, as well as drilling down on the details of those employees.

I can also look at the compensation structure being used in the compensation plan.

In this example, in my grade-central region compensation plan, I've assigned seven different levels to this compensation plan which

tie to the job. I've also used a three-point reference system, indicating I have minimum, midpoint and maximum reference points.

I could come in and make changes to each individual cell within the compensation structure

or I could make mass changes to the compensation structure. I could do a percent or a flat amount change.

In my example, I'll make a 3% change to our compensation structure.

I could then choose to make the change to each one of the rows and columns in the compensation structure

or I could decide if I want to make just the change to a particular column or reference point.

By selecting maximum and choosing apply to the gride, you can see I've just adjusted my maximum reference column by 3%.

At any point you can hit the reset button to set the values back to their original.

In addition to viewing the fixed and variable compensation plan information I can see I have a tile

indicating that I have 29 employee results that are needing my review.

We currently went through an annual review process and are giving employees merit increases.

Within the system here, I can see that Charlie Carson

was receiving a 3% increase. I could come in and edit this value, change the recommendation amounts based on feedback

from peers as well as his performance rating and then change the status to Approved before loading that into his employee detail file.

In addition, I can choose the Analytics tab

to view compensation metrics that we're using in our organization.

To build these metrics we used Power BI. You can see I have a variety of different information

relating to each one of the compensation plans and salaries, and the different types of workers I have in my system.

This gives you a brief introduction to the compensation capabilities found in Dynamics 365 for Talent. (Thanks for watching!)

For more infomation >> How to manage compensation in Dynamics 365 for Talent - Duration: 3:31.

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English Listening Test And Practice For Beginners Part 9 Improve Your English Skills - Duration: 42:55.

English Listening Test And Practice For Beginners Part 9 Improve Your English Skills

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How to manage open jobs in Dynamics 365 for Talent: Attract - Duration: 5:46.

Microsoft Dynamics 365 for Talent Attract helps you manage open jobs and candidates through the hiring process.

This presentation is about the basic flow for a hiring manager. To get started, go to Attract.Talent.Dynamics.com

On the Welcome page, see list of your active and closed jobs. To add a new job to your active jobs list, click the New button.

The only required information is the job title.

Clicking on a job in the list takes you to the Job hub, which has details about the job, candidates and hiring team.

Click on the ellipsis next next to the hiring team to add more people to the team.

They can be added as interviewers or recruiters for the job.

Add a new candidate to the job by clicking the New button. The first name, last name and e-mail address are the only required information.

You can also add a Linked In profile for a candidate.

And you can also add multiple candidates by uploading them from an Excel spreadsheet.

In Attract, you manage candidates through a four-stage hiring process, starting with the Applied stage.

See how that works by opening a Candidate page.

Simply click on the candidate in the list. On the Candidate page with the Linked In profile, we have some

some contact information and you also able to upload documents like a resume or a cover letter.

In each stage, candidates can advance to the next stage, or if they don't meet the job requirements, be rejected. After the Applied

stage, candidates advance to the Screen stage, where you can schedule a full meeting.

Will we see how scheduling works in the next stage.

For now, let's assume we had phone call with the candidate and want to advance him to the next stage. After submitting some feedback notes

click the Advance button to go to the interview stage.

Schedule an interview by first choosing the interview team.

Select and de-select from the hiring team, and then add more interviewers as needed.

Next set up the interview schedule.

Select one, or multiple, dates when the candidate is available. Next pick the duration and type of interview, either a panel interview

with the whole hiring team meeting the candidate at the same time, or individual interviews in a sequence. Click the

Show suggestions button to find free times in the interviewers' calendars

and see a list of possible schedules.

Browse through the options by clicking the Previous and Next schedule buttons.

You can also build a schedule manually by picking free slots, and you can also select times that are already booked

When you a happy with the schedule, click the Invite team button. This will send calendar invitations to the interviewers,

and they can either accept or decline the interview.

Track the status of the invitations in the schedule. Refresh the view by clicking the Refresh button for the latest status.

Send the interview scheduled to the candidate by clicking the Confirm and send button. You

will be able to add the interview location and some notes before you press send.

The final steps in the interview stage happen after the interview when you enter your feedback,

note your hiring recommendation and click the Submit button.

If the candidate is a good fit for the job, the hiring manager advances the candidate to the next and last stage, Offer.

Here, the final decision to hire the candidate is made, and the hiring manager can enter some notes about the rationale and next steps.

Clicking the Prepare offer button, initiates the offer process, which is not covered in this application.

Start to plan the onboarding process by clicking the Start onboarding button, which will

launch Dynamics 365 for Talent Onboard. (Thanks for watching!)

For more infomation >> How to manage open jobs in Dynamics 365 for Talent: Attract - Duration: 5:46.

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FLOW LOUNGE: World Cup DH 1 recap - Losing our minds for Losinj! - Duration: 4:46.

All my days in heaven! What a fantastic way to kick off the World Cup downhill

season the first round just last weekend in Losinj, Croatia. See I even learned

how to pronounce it for you. It was really exciting to see a course that

made riders think. This was a really challenging and unique kind of course,

nothing like anything else on the World Cup circuit. Pretty much straight out of

the start gate after a short sprint and a couple of mandatory massive jumps you

were into an absolute crocodile tooth gnarly, hectic rock garden that continued

almost the entire way down to the finish line, save for a very short sprint

through the village itself, which was actually a kind of cool urban bookend to

the race and made for a really cool finishing area right in the heart of

the village. What we liked about it was that it made riders really think about

their bike setup, their riding style, they couldn't go into autopilot. They had to

be on it the whole way down. There was a real fight to maintain momentum, you

had to muscle your bike through sections. There was no easy flow to be found

anywhere on the track at all, you had to fight for any little bit of momentum or

any bit of flow that you wanted to carry. And as a result it really suited riders

who are either incredibly clean and precise and could somehow skim on top of

the rocks, which we saw with Miriam Nicole, or riders like Aaron Gwin who

ultimately took the win, who can absolutely muscle the bike. Aaron Gwin

strong as an ox and it's no surprise to see that he was the one who could hold

that bike on line and just make it go where he wanted it to go, not where the

rocks were trying to send it. And ultimately he took the win in the men's and

Miriam Nicole taking out the win in the women's. a big surprise there really, lots

of people had tipped Rachel Atherton to romp it in, but coming back from

injury she wasn't entirely up to speed and so

we saw Miriam Nicole do the job. On such a physical course it shouldn't have

really been a surprise that Brook MacDonald was absolutely in his element

too. The Bulldog, that super burly Kiwi, was absolutely smashing it. He was the

fastest man in timed practice and then he was the fastest qualifier too, wiping out

in his race run. It's a fantastic start to the season for this guy and we hope

that he can carry that confidence and that form through. He's a serious

hard-ass too, as a bit of a side note, wiping out in his race run he broke his

collarbone, but he got back up and rode to the finish. Whether or not that's smart

it's certainly tough. From an Australian perspective an awesome, awesome start to

the season. Dean Lucas in third Jack Moir in sixth

Troy Brosnan in ninth. Three Australian men in the top ten. Tracey Hannah in the

elite women unfortunately wiping out in her race run, not able to get the

result that she was hoping for and joining her brother Mick in the injury

camp. Mick Hannah wiping out in practice knocked himself out and also broke a

little finger and elected having concussed himself not to race, which we

think is a pretty smart choice. In the juniors Kai A'Hearn raced to a third

place, which is a really great start for this young man. It's his first World Cup

season with the Canyon Factory Racing team so to come straight out of the

blocks and get a third is absolutely huge. Another one to watch for sure. Aaron

Gwin taking the win in Losinj last weekend was notable for a bunch of

reasons. One, it takes him just two race victories away from becoming the most

winning World Cup downhill rider of all time. Currently that is held by Greg

Minnaar and two more wins under his belt and you're going to see Aaron Gwin

moving to that top spot. Secondly it's a fantastic start to what could be his

sixth World Cup overall title. Now currently he sits on five and is equal

to Nico Voullioz leo as the rider who has won the most World Cup overall titles, so

if he can do it again this year he is going to go into the record books as the

rider who has won both the most World Cup races but also the most World

Cup overall titles. He still hasn't won the World Championships though, which

is pretty incredible, so Lenzerheide this year Switzerland,

watch out I think we're gonna see a man possessed with Gwin there. Two other

Americans joined Aaron Gwin on the podium last weekend as well, Luca Shaw

and then Dakota Norton who is a name that many people wouldn't be familiar

with. Two young guns of American downhill. This could be a new golden era for

American downhill, the likes of which we haven't seen since the late 90s early

2000s, before the Australian and French domination kicked into gear. In domestic

news we've been up in Atherton for last few days shooting on the trails up there.

It's a whole bunch of new trails that we hadn't ridden. It was about four years

since we'd been up in Atherton, so it's really cool to see how that

destination has evolved, and evolved in a big way it certainly has. There are

mountains and mountains of great trails out there now and we're looking forward

to bringing you that video and a couple of weeks time. Anyhow that'll do us for

this week. Light is fading fast and I actually want to get a bit of a ride in

before it gets pitch black. Thank you very much for watching.

Once again give us a like, give us a comment, hit subscribe if you haven't

done so already, send us an email and give us any feedback we absolutely love

hearing from all of you guys. Thanks very much!