51
MakerSpace / The Green Wall Vertical Farm
« Last post by najnin.ih on August 31, 2019, 11:22:02 AM »The Green Wall Vertical Farm - How to Grow an Urban Food Garden
Bangladesh Venture Capital Limited
News:
SMF - Just Installed!
Recent Posts
52
MakerSpace / VASE Craft Out Of Plastic Bottle
« Last post by najnin.ih on August 31, 2019, 11:15:20 AM » VASE Craft Out Of Plastic Bottle
53
MakerSpace / প্লাস্টিকের বোতল দিয়ে নাইস ক্র্যাফট আইডিয়া (Diy Craft Out Of Plastic Bottle)
« Last post by najnin.ih on August 31, 2019, 11:05:46 AM »প্লাস্টিকের বোতল দিয়ে নাইস ক্র্যাফট আইডিয়া (Diy Craft Out Of Plastic Bottle)
54
MakerSpace / HOW TO MAKE WONDERFUL LACE VASE FROM PLASTIC BOTTLE
« Last post by najnin.ih on August 29, 2019, 01:12:56 PM » HOW TO MAKE WONDERFUL LACE VASE FROM PLASTIC BOTTLE
55
MakerSpace / Artificial Flower Vase by plastic bottle
« Last post by najnin.ih on August 29, 2019, 12:03:24 PM »Artificial Flower Vase by plastic bottle
[/b][/size]56
MakerSpace / Flower pots Recycle plastic bottles for growing flowers
« Last post by najnin.ih on August 29, 2019, 11:54:00 AM » Flower pots Recycle plastic bottles for growing flowers
57
MakerSpace / Plastic bottle organizer
« Last post by najnin.ih on August 29, 2019, 11:41:22 AM »Plastic bottle organizer
58
Human Resource / 7 Human Resource Management Basics Every HR Professional Should Know
« Last post by rakibul on August 01, 2019, 09:32:04 AM »7 Human Resource Management Basics Every HR Professional Should Know
#1. Recruitment & selection
Recruitment and selection are arguably the most visible elements of HR. We all remember our first interview, right?
Recruiting candidates and selecting the best ones to come and work for the company is a key HR responsibility. People are the lifeblood of the organization and finding the best fits is a key task.The request for new hires usually starts when a new job is created or an existing job opens up. The direct manager then sends the job description to HR and HR starts recruiting candidates. In this process, HR can use different selection instruments to find the best person to do the work. These include interviews, different assessments, reference checks, and other recruitment methods.Sometimes, when there are a lot of candidates, HR may deploy preselection tools. These tools help to separate the wheat from the chaff when it comes to suitable candidates. The candidates that are successful then continue to the next round, where they are interviewed and receive a more in-depth assessment.
#2. Performance management
Once employees are on board, performance management becomes important. Performance management is the second HR basic. It involves helping people to perform better in their jobs.Usually, employees have a defined set of responsibilities that they need to take care of. Performance management is a structure that enables employees to get feedback on their performance – with the goal to reach a better performance.Examples are formal one-on-one performance reviews, 360-degree feedback instruments that also takes into account the evaluation of peers, clients, and other relations, and more informal feedback.Usually, companies work with an annual performance management cycle, which involves planning, monitoring, reviewing, and rewarding employee performance. The outcome of this process enables the categorization of employees in high vs. low performers and high vs. low potentials.Successful performance management is very much a shared responsibility between HR and management, where usually the direct manager is in the lead and HR supports. Good performance management is crucial, as employees who consistently underperform may not be a good fit with the company and/or culture and may have to be let go.
#3. Learning & development
If employees struggle to perform well in certain areas, learning and development can help to improve their performance. Learning & development (L&D) is led by HR and good policies can be very helpful in advancing the organization towards its long-term goals.Many organizations have pre-defined budgets for L&D efforts. This budget is then distributed amongst employees, with trainees, future leaders, and other high potentials often receiving more training opportunities than others.
A well-known framework that connects performance management with L&D activities is the 9-Box grid. Based on people’s performance and potential ratings, different development plans are advised.Learning and development
#4. Succession planning
Succession planning is the process of planning contingencies in case of key employees leaving the company. If, for example, a crucial senior manager quits his/her job, having a replacement ready will guarantee continuity and can save the company significant money.Succession planning is often based on performance ratings and L&D efforts. This results in the creation of a talent pipeline. This is a pool of candidates who are qualified and ready to fill (senior) positions in case of someone leaving. Building and nurturing this pipeline is key to good people management.Succession planning
#5. Compensation and benefits
Another one of the HR basics is compensation and benefits. Fair compensation is key in motivating and retaining employees.
Compensation can be split up in primary compensation and secondary compensation. Primary compensation involves directly paid money for work, which often is a monthly salary and sometimes performance-based pay.Secondary benefits are all non-monetary rewards. This can include extra holidays, flexible working times, day-care, pensions, a company car and laptop, and much more.
#6. Human Resource Information System
The last two HR basics are not HR practices but tools to do HR better. The first is the Human Resource Information System, or HRIS. An HRIS supports all the cornerstones we discussed above. For example, for recruitment and selection an Applicant Tracking System, or ATS, is often used to keep track of applicants and hires.For performance management, a performance management system is used to keep track of individual goals and put in performance ratings.For L&D, a Learning Management System (LMS) is used for the distribution of content internally, and other HR systems are used to keep track of budgets and training approvals.For compensation, a payroll system is often used, and there are also digital tools that enable effective succession planning.All these functionalities can often be done in one single system – the HRIS. Sometimes, however, the management of these functionalities is split up into different HR systems.The bottom line here is that there is a significant digital element to working in HR which is why the HRIS is the final element when we talk about the HR basics.
#7. HR data and analytics
The last of the HR basics revolves around data and analytics. The last half decade, HR has made a major leap towards becoming more data-driven.The Human Resource Information Systems we just discussed is essentially a data-entry system. The data in these systems can be used to make better and more informed decisions.An easy way to keep track of critical data is through HR metrics or HR KPIs. These are specific measurements that answer how a company is doing on a given measurement. This is referred to as HR reporting.This reporting focuses on the current and past state of the organization. Using HR analytics, HR can also make predictions about the future. Examples include workforce needs, employee turnover intention, the impact of the (recruitment) candidate experience on customer satisfaction, and many others.
By actively measuring and looking at this data, HR can make more data-driven decisions. These decisions are often more objective, which makes it easier to find management support for these decisions.
Reference:https://www.digitalhrtech.com/human-resource-basics/
#1. Recruitment & selection
Recruitment and selection are arguably the most visible elements of HR. We all remember our first interview, right?
Recruiting candidates and selecting the best ones to come and work for the company is a key HR responsibility. People are the lifeblood of the organization and finding the best fits is a key task.The request for new hires usually starts when a new job is created or an existing job opens up. The direct manager then sends the job description to HR and HR starts recruiting candidates. In this process, HR can use different selection instruments to find the best person to do the work. These include interviews, different assessments, reference checks, and other recruitment methods.Sometimes, when there are a lot of candidates, HR may deploy preselection tools. These tools help to separate the wheat from the chaff when it comes to suitable candidates. The candidates that are successful then continue to the next round, where they are interviewed and receive a more in-depth assessment.
#2. Performance management
Once employees are on board, performance management becomes important. Performance management is the second HR basic. It involves helping people to perform better in their jobs.Usually, employees have a defined set of responsibilities that they need to take care of. Performance management is a structure that enables employees to get feedback on their performance – with the goal to reach a better performance.Examples are formal one-on-one performance reviews, 360-degree feedback instruments that also takes into account the evaluation of peers, clients, and other relations, and more informal feedback.Usually, companies work with an annual performance management cycle, which involves planning, monitoring, reviewing, and rewarding employee performance. The outcome of this process enables the categorization of employees in high vs. low performers and high vs. low potentials.Successful performance management is very much a shared responsibility between HR and management, where usually the direct manager is in the lead and HR supports. Good performance management is crucial, as employees who consistently underperform may not be a good fit with the company and/or culture and may have to be let go.
#3. Learning & development
If employees struggle to perform well in certain areas, learning and development can help to improve their performance. Learning & development (L&D) is led by HR and good policies can be very helpful in advancing the organization towards its long-term goals.Many organizations have pre-defined budgets for L&D efforts. This budget is then distributed amongst employees, with trainees, future leaders, and other high potentials often receiving more training opportunities than others.
A well-known framework that connects performance management with L&D activities is the 9-Box grid. Based on people’s performance and potential ratings, different development plans are advised.Learning and development
#4. Succession planning
Succession planning is the process of planning contingencies in case of key employees leaving the company. If, for example, a crucial senior manager quits his/her job, having a replacement ready will guarantee continuity and can save the company significant money.Succession planning is often based on performance ratings and L&D efforts. This results in the creation of a talent pipeline. This is a pool of candidates who are qualified and ready to fill (senior) positions in case of someone leaving. Building and nurturing this pipeline is key to good people management.Succession planning
#5. Compensation and benefits
Another one of the HR basics is compensation and benefits. Fair compensation is key in motivating and retaining employees.
Compensation can be split up in primary compensation and secondary compensation. Primary compensation involves directly paid money for work, which often is a monthly salary and sometimes performance-based pay.Secondary benefits are all non-monetary rewards. This can include extra holidays, flexible working times, day-care, pensions, a company car and laptop, and much more.
#6. Human Resource Information System
The last two HR basics are not HR practices but tools to do HR better. The first is the Human Resource Information System, or HRIS. An HRIS supports all the cornerstones we discussed above. For example, for recruitment and selection an Applicant Tracking System, or ATS, is often used to keep track of applicants and hires.For performance management, a performance management system is used to keep track of individual goals and put in performance ratings.For L&D, a Learning Management System (LMS) is used for the distribution of content internally, and other HR systems are used to keep track of budgets and training approvals.For compensation, a payroll system is often used, and there are also digital tools that enable effective succession planning.All these functionalities can often be done in one single system – the HRIS. Sometimes, however, the management of these functionalities is split up into different HR systems.The bottom line here is that there is a significant digital element to working in HR which is why the HRIS is the final element when we talk about the HR basics.
#7. HR data and analytics
The last of the HR basics revolves around data and analytics. The last half decade, HR has made a major leap towards becoming more data-driven.The Human Resource Information Systems we just discussed is essentially a data-entry system. The data in these systems can be used to make better and more informed decisions.An easy way to keep track of critical data is through HR metrics or HR KPIs. These are specific measurements that answer how a company is doing on a given measurement. This is referred to as HR reporting.This reporting focuses on the current and past state of the organization. Using HR analytics, HR can also make predictions about the future. Examples include workforce needs, employee turnover intention, the impact of the (recruitment) candidate experience on customer satisfaction, and many others.
By actively measuring and looking at this data, HR can make more data-driven decisions. These decisions are often more objective, which makes it easier to find management support for these decisions.
Reference:https://www.digitalhrtech.com/human-resource-basics/
59
Investment Process / Investment & Idea
« Last post by caaj on July 29, 2019, 12:24:00 PM »Investment & Idea
Andy Wu, assistant professor of Business Administration at Harvard Business School, is one of the World’s top 40 under 40 Professors in 2019. He is also the founding director, and investor of Identified Technologies Corporations, the leading managed commercial drone solution. Additionally, he is also investor-cum-director of Bangladeshi online-based business venture, Shohoz. On the eve of the startup's fifth founding anniversary on 19 July, Andy was in Dhaka. Talking with Dhaka Tribune’s Johura Akter, he shared his professional journey, as well as Shohoz's future business plans, and other aspects.
Why have you chosen teaching as a profession?
It is a tremendous honour to be working with probably the highest potential managers in the world, as almost 40% of the students are international. The students from different countries later go back to their homes, and execute the ideas we discuss in the classroom. Like many CEOs of different leading companies, they attend classes as students, where I get an opportunity to mentor, and provide networking resources. Later they go back to their country, and they manage their organizations using the concepts I taught them.
What do you find most inspiring about this profession?
I learn something new every time I step into the classroom, or meet with a student. I think the most inspiring thing as a professor is seeing students implementing the ideas they have learnt in classrooms.
You are working as a teacher, and an investor at the same time. How do you manage both?
Both the opportunities are interesting for me. Working as a professor, I can engage with ideas, while as an investor I can practice them.
What seems more challenging to you - teaching or investing?
As an investor I have to take decisions such as where to invest, how to get returns, and many other things; but as a professor, I do not have to ponder so much.
Why have you invested in Shohoz?
There are three reasons here - tremendous economic opportunities; the presence of a good management team consisting of experienced and capable board members, and advisors; and the business is highly technology-oriented.
What sets Shohoz apart from other startups?
What makes them unique is their ability to hire the best talent, and assign them to multiple sectors, such as online ticket booking, ride sharing, food delivery, and more.
What’s your plan for Shohoz in the coming days?
In the coming days we have to achieve exploratory growth to make a profit. For this, we have to bring more investment capital for the company, and provide some support in recruiting talents to make the company more competitive in the market.
Link: https://www.dhakatribune.com/business/2019/07/28/working-as-a-professor-i-can-engage-with-ideas-while-as-an-investor-i-can-practice-them
Linkedin Profile: https://www.linkedin.com/in/andywuandywu
60
IOT / Challenges before IoT in Bangladesh
« Last post by rakibul on July 28, 2019, 03:23:41 PM »Challenges before IoT in Bangladesh
The year 1990 brought a new dimension to the world of technological advancement when the modern internet, invented by computer scientist Berners-Lee, with World Wide Web (www) was introduced to the world. Since the invention of the internet the world has been experiencing many innovative internet-based services and solutions. Bangladesh has welcomed internet technology, as proven by over 8.7 crore internet subscribers enjoying such services.But internet has advanced its presence from desktops to laptops to smartphones. It has, moreover, flourished its essence by creating Internet of Things or IoT. IoT refers to the network of physical objects with an IP address for internet connectivity and communicating with other Internet-enabled devices and systems.IoT has legally entered Bangladesh with a directive issued by the Bangladesh.
Telecommunication Regulatory Commission (BTRC) in April this year. The BTRC mentioned nine sectors where IoT technology can be used in the country: smart building, industry automation, smart grids, water management, waste management, smart agriculture, telecare, intelligent transport system, environment management, smart urban lighting and smart parking.However, there are five challenges before IoT in the country: lack of IoT-supportive internet connectivity; lack of IoT-skilled human resources; lack of availability of smart home assistant appliances and compatible services; lack of power resources and finally lack of financial support.Seamless internet connection is mandatory for enabling IoT systems or devices. That is our first identified challenge Bangladesh is facing, to which an executive, business development of Cloudly InfoTech agrees. Although recently Bangladesh successfully tested 5G mobile internet connectivity within a specific restricted circumstance, there is lack of even a complete 3G penetration throughout the whole country. Especially outside the metropolitan cities like Dhaka or Chattagram the internet access and network quality are quite problematic.The 2nd challenge facing the country is technologically skilled personnel. Bangladesh lacks enough expertise in IoT. There are some attempts to train personnel in IoT by various institutions like the BRAC University, Grameenphone in collaboration with IEEE, Datasoft, Bangladesh Skill Development Institute, Global Skills Development Agency. However, there is a need for higher level of skilled workers in IoT in order to reap benefits across the nine sectors as outlined by the BTRC.The 3rd challenge is availability of IoT devices and their compatible services. IoT-enabled smart home service requires home assistants like Google Home or Alexa which are still not fully functional in the country as online applications like YouTube Music, Spotify, Google play Music and so on are not accessible through such smart home assistant products. Moreover, lack of IoT enabled appliances such as lights, speakers, locks, thermostats and sensors magnifies the struggle to establish a smart home system in Bangladesh. However, few electronic retail shops are selling smart lights and locks, mostly Chinese, but they are expensive for the unaware consumers. Agreeing to this, experts opined that the mindset of consumers is very important for accepting a new technology like IoT and currently Bangladeshi consumers lack this mindset.Compared with developed countries, Bangladesh is vulnerable when in matters of seamless electricity supply in the country. It is the 4th challenge. Though electricity supply has reached 90 per cent of the population, far better than what it used to be a decade ago, yet the requirement of seamless continuous power supply for IoT devices and operation is a big challenge. With Rooppur Atomic Power plant under construction, the hope for higher and uninterrupted power supply can be imagined after 2023.The 5th challenge is the financial challenge. An IDC report shows that IoT is an expensive technology of US$ 772 billion worldwide and progressing towards the 1.0 trillion USD mark in just two years. The technology requires huge spending to create and operate devices. Even with BDT 500 billion of investments in IT sector of Bangladesh, there is no specific data to find out the amount invested in IoT, but our assumption based on the current IoT products and services available in the country is that it could be less than 5. 0 per cent of the BDT 500 billion. Even with this assumed investment amount, as an executive of DataSoft complains, the government's current policies are one of the barriers to implementing IoT on a commercial level.Regardless of all these challenges, companies like DataSoft, Cloudly InfoTech, AblombTech, Walton are trying to lay the foundation for IoT industry in Bangladesh.DataSoft launched its state-of-the-art IoT laboratory on November 13, 2016 in Dhaka. DataSoft is also establishing 10,000 smart homes in Tokyo, Japan using the next generation IoT solutions what can be termed a spectacular leap for the country's IT industry. They also signed an agreement with the Ministry of Transport and Communication Channels of Democratic Republic of Congo (DRC) to advise and install IoT-based toll management solution for its Matadi Bridge.Cloudly InfoTech, being the first AWS partner in the country, is also gaining credibility for its Business and Consumer IoT products and services such as Smart home, Smart building, Smart factory, Smart farming, Smart warehouse, Smart Campus in the local and global market with Indian, American and Chinese partners providing devices, installation and maintenance services.AplombTech is another local company that provides smart switch, different types of smart lights, smart camera, smart curtain and smart tank.Walton has introduced smart air conditioner recently; Gadget & Gear is selling smart home assistants like Google Home, Amazon Alexa while Samsung has brought smart washer in the country.In order to overcome these challenges, a Datasoft executive suggests for the government to convert hundreds of government-commissioned homes to smart homes. Other required support is already available. Also, investments, specifically for the IoT technology can be encouraged by the government from various public and private sectors.
Reference:https://www.thefinancialexpress.com.bd/views/challenges-before-iot-in-bangladesh-1532880691
The year 1990 brought a new dimension to the world of technological advancement when the modern internet, invented by computer scientist Berners-Lee, with World Wide Web (www) was introduced to the world. Since the invention of the internet the world has been experiencing many innovative internet-based services and solutions. Bangladesh has welcomed internet technology, as proven by over 8.7 crore internet subscribers enjoying such services.But internet has advanced its presence from desktops to laptops to smartphones. It has, moreover, flourished its essence by creating Internet of Things or IoT. IoT refers to the network of physical objects with an IP address for internet connectivity and communicating with other Internet-enabled devices and systems.IoT has legally entered Bangladesh with a directive issued by the Bangladesh.
Telecommunication Regulatory Commission (BTRC) in April this year. The BTRC mentioned nine sectors where IoT technology can be used in the country: smart building, industry automation, smart grids, water management, waste management, smart agriculture, telecare, intelligent transport system, environment management, smart urban lighting and smart parking.However, there are five challenges before IoT in the country: lack of IoT-supportive internet connectivity; lack of IoT-skilled human resources; lack of availability of smart home assistant appliances and compatible services; lack of power resources and finally lack of financial support.Seamless internet connection is mandatory for enabling IoT systems or devices. That is our first identified challenge Bangladesh is facing, to which an executive, business development of Cloudly InfoTech agrees. Although recently Bangladesh successfully tested 5G mobile internet connectivity within a specific restricted circumstance, there is lack of even a complete 3G penetration throughout the whole country. Especially outside the metropolitan cities like Dhaka or Chattagram the internet access and network quality are quite problematic.The 2nd challenge facing the country is technologically skilled personnel. Bangladesh lacks enough expertise in IoT. There are some attempts to train personnel in IoT by various institutions like the BRAC University, Grameenphone in collaboration with IEEE, Datasoft, Bangladesh Skill Development Institute, Global Skills Development Agency. However, there is a need for higher level of skilled workers in IoT in order to reap benefits across the nine sectors as outlined by the BTRC.The 3rd challenge is availability of IoT devices and their compatible services. IoT-enabled smart home service requires home assistants like Google Home or Alexa which are still not fully functional in the country as online applications like YouTube Music, Spotify, Google play Music and so on are not accessible through such smart home assistant products. Moreover, lack of IoT enabled appliances such as lights, speakers, locks, thermostats and sensors magnifies the struggle to establish a smart home system in Bangladesh. However, few electronic retail shops are selling smart lights and locks, mostly Chinese, but they are expensive for the unaware consumers. Agreeing to this, experts opined that the mindset of consumers is very important for accepting a new technology like IoT and currently Bangladeshi consumers lack this mindset.Compared with developed countries, Bangladesh is vulnerable when in matters of seamless electricity supply in the country. It is the 4th challenge. Though electricity supply has reached 90 per cent of the population, far better than what it used to be a decade ago, yet the requirement of seamless continuous power supply for IoT devices and operation is a big challenge. With Rooppur Atomic Power plant under construction, the hope for higher and uninterrupted power supply can be imagined after 2023.The 5th challenge is the financial challenge. An IDC report shows that IoT is an expensive technology of US$ 772 billion worldwide and progressing towards the 1.0 trillion USD mark in just two years. The technology requires huge spending to create and operate devices. Even with BDT 500 billion of investments in IT sector of Bangladesh, there is no specific data to find out the amount invested in IoT, but our assumption based on the current IoT products and services available in the country is that it could be less than 5. 0 per cent of the BDT 500 billion. Even with this assumed investment amount, as an executive of DataSoft complains, the government's current policies are one of the barriers to implementing IoT on a commercial level.Regardless of all these challenges, companies like DataSoft, Cloudly InfoTech, AblombTech, Walton are trying to lay the foundation for IoT industry in Bangladesh.DataSoft launched its state-of-the-art IoT laboratory on November 13, 2016 in Dhaka. DataSoft is also establishing 10,000 smart homes in Tokyo, Japan using the next generation IoT solutions what can be termed a spectacular leap for the country's IT industry. They also signed an agreement with the Ministry of Transport and Communication Channels of Democratic Republic of Congo (DRC) to advise and install IoT-based toll management solution for its Matadi Bridge.Cloudly InfoTech, being the first AWS partner in the country, is also gaining credibility for its Business and Consumer IoT products and services such as Smart home, Smart building, Smart factory, Smart farming, Smart warehouse, Smart Campus in the local and global market with Indian, American and Chinese partners providing devices, installation and maintenance services.AplombTech is another local company that provides smart switch, different types of smart lights, smart camera, smart curtain and smart tank.Walton has introduced smart air conditioner recently; Gadget & Gear is selling smart home assistants like Google Home, Amazon Alexa while Samsung has brought smart washer in the country.In order to overcome these challenges, a Datasoft executive suggests for the government to convert hundreds of government-commissioned homes to smart homes. Other required support is already available. Also, investments, specifically for the IoT technology can be encouraged by the government from various public and private sectors.
Reference:https://www.thefinancialexpress.com.bd/views/challenges-before-iot-in-bangladesh-1532880691