Marcus King has been on a tear recently. The up-and-coming blues artist has been touring all over the country and in Europe as he continues to impress with his soulful vocals and genre-bending guitar playing. King has made tons of fans during his rise through the music world, but he received perhaps the ultimate compliment when Warren Haynes agreed to produce his new album.Haynes recently posted about King on Facebook, saying that, “Marcus is the first player I’ve heard since Derek Trucks to play with the maturity of a musician well beyond his age. He’s very much influenced by the blues, but also by jazz, rock, soul music, and any timeless genres of music. You can hear the influences, but it all comes through him in his own unique way. He has one of those voices that instantly draws you in, and his guitar playing is an extension of his voice and vice versa.”Extremely kind words from an icon like Warren, who is known for helping bring up-and-coming bands to the forefront. As King explains in the attached video, “I didn’t have many friends growing up, so I’d sit at home and play guitar for most of the day. I was in this really dark place, really hurting for a while. I don’t want people to feel alone, because I felt really alone – not having anywhere else to turn, except to music. If people can relate to that, then I’ve done my job.”19-Year-Old Marcus King Talks Family, Friends And The Future Of His Music [Interview]Check out the video that Haynes posted along with his nice words, which is a behind-the-scenes look at the making of the new album, with Haynes, King and his band in the studio. The Marcus King Band’s new record is now available for pre-order here.
RELATED NEWS: BOOKING.COM GUEST REVIEW AWARDS 2018: CROATIA WITH THE HIGHEST AVERAGE GUEST RATING IN THE WORLD “In the Croatian National Tourist Board, we continue to implement projects like this because our goal is to bring Croatian destinations and the Croatian tourist offer closer to as many potential young tourists as possible. We targeted select Instagram users from the UK and Germany markets, and the first feedback from influencers has been very positive. They are delighted with the diversity of the Croatian continent and I am sure that they will share only positive experiences and recommendations with their numerous fans.”, said the director of the CNTB, Kristjan Staničić, adding that this project promotes cultural and historical heritage and eno-gastronomy. This is a project implemented in cooperation with the tourist boards of the city of Zagreb and the city of Slunj, which is Booking.com declared one of the most hospitable cities in the world and the tourist boards of Krapina-Zagorje and Varaždin counties. The program includes a tour of Zagreb and Medvednica Nature Park, Veliki Tabor Palace, Museum “Staro selo” Kumrovec, Museum of Krapina Neanderthals, the Old Town of Varaždin, Trakošćan Castle and Plitvice Lakes National Park. They are among the influencers Mike Will i Luke Clark from Great Britain for whom this is not their first visit to Croatia. From this market come and Kennan Lam, which produces photo and video materials dedicated to travel, and which it publishes on its website as well Ella Parsonss, which, in addition to publications dedicated to travel, also deals with fashion. Among the influencers is also Julian Herbrig from Germany, a lover of photography and travel who has more than 70.000 fans on Instagram. Organized by the Croatian National Tourist Board, five well-known and popular influencers from Great Britain and Germany are staying in Croatia from 4 to 7 February. “Although this is not my first visit to Croatia because I stayed on your beautiful coast, this is my first time touring the continental part of the country. I can say that this part delighted me because it shows how diverse, rich, but also preserved the natural environment is in your country. You also have a top eno-gastronomic offer, rich cultural and historical heritage and what is most important for us photographers, a lot of attractive localities for creating top photos”, said Herbrig. Mike Will agreed with him, for whom this is the third visit to Croatia, but the first in the winter. “Croatia is very beautiful even in winter! I am amazed by your castles, national parks and numerous other sites that simply leave you breathless. I receive a lot of inquiries from my fans asking me for advice and recommendations for Croatia, and one couple has already chosen your country for their honeymoon”, Will concluded.
Adama Traore has said ‘he is’ open to a move to Real Madrid despite having previously played for their rivals Barcelona. He explained: ‘I have no resentment for what happened. ‘It would not make sense. Certain decisions of certain people do not mean that I have a problem with the club. ‘But when deciding my future I have no problem going to Madrid. It will be based on the decisions I make with my family.’ Even though Traore is considering a return to Spain, he says he has no regrets for leaving one of the top clubs in Europe. He said: ‘It was a decision of mine which decisions of Barcelona influenced. ‘There were certain situations that I did not like, problems with those responsible at the time and I made the decision to leave. Read Also:Wolves brace up for heavy interest in Adama Traore ‘These are things that I will tell in due course, but for now I keep them for myself.’ FacebookTwitterWhatsAppEmail分享 The Wolves star, who has notched up four goals and seven assists in the league this season, left the Nou Camp in 2015 for Aston Villa. The 24-year-old’s form has linked him with a stunning move back to Barcelona but now Real Madrid have joined the race to sign the powerful winger. Talking about a potential move to the Bernabeu, Traore told Spanish news outlet La Vanguardia: ‘It wouldn’t be a problem for me. ‘I don’t close the door to anything. Right now I am very happy here, the operation of the team is fantastic. ‘But both Madrid and Barca will arrive when they have to arrive.’ Traore spent 11 years at Barcelona but only made three first team appearances for the Spanish super club. He regularly played for their renowned B team but failed to make the grade and left for England in 2015. Promoted ContentWhat Happens To Your Brain When You Play Too Much Video Games?6 Incredibly Strange Facts About HurricanesWho Is The Most Powerful Woman On Earth?Mesmerizing Wedding Looks From Different CountriesReal World Archaeological Finds That Would Stump Indiana JonesWhat Are The Most Delicious Foods Out There?Ever Thought Of Sleeping Next To Celebs? This Guy Will Show YouThe Best Actors To Start Their Careers On Soaps6 Extreme Facts About HurricanesThe Very Last Bitcoin Will Be Mined Around 2140. Read More8 Things That Will Happen If An Asteroid Hits EarthWhich Country Is The Most Romantic In The World? Loading…
In addition, our formal onboarding processes assigns each new employee a “buddy” to assist with the transitions for new hires. And we continuously invest into learning. In 2017, the learning budget was 185 Mio. Euros (2016: 140 Mio. Euros). Glassdoor: For many job seekers, their decision on where to work comes down to the benefits. What are some of the coolest or most unique perks and benefits you offer?Stefan Ries: One of the coolest and most unique benefits SAP offers to its employees is the award-winning Own SAP equity plan. Own SAP enables employees to purchase company shares with a generous employer contribution and low investment risk. On top of their own investment, participants benefit from a 40% matching contribution and an additional €20 per month (for non-executives). So far, more than 70% of SAP employees worldwide are participating in Own SAP, showing that its employees believe in SAP and want to become shareholders. 23 hours ago 23h SAP NS2 Army/SOF Sr. Account Exec- Herndon-20171 SAP Herndon, VA 23 hours ago 23h 4.5★ SAP FICO & COE Director RED – The Global SAP Solutions Provider Arlington, VA 4.5★ 4.5★ 4.5★ 23 hours ago 23h 23 hours ago 23h CI/CD DevOps – SuccessFactors SAP San Francisco, CA SAP ABAP Associate SAP Palo Alto, CA 4.5★ “Candidates and employees can afford to be choosier than in the past,” says Stefan Ries, Chief Human Resources Officer of SAP. “[This] means employers must learn how to market their open positions in ways that resonate with what today’s jobseekers are looking for.”In other words, candidates and employees are in the drivers’ seat. With the job market favoring job seekers, companies are doubling down on company culture and employee engagement to attract and retain top talent. However, SAP is in a class of its own. The enterprise application software company has set a mission of helping companies of all sizes and industries run better, and for its employees, SAP is laser-focused on supporting, challenging and inspiring every day. It’s no wonder SAP was named a Best Place to Work by Glassdoor in 2018.With a 4.4 company rating, SAP has an enviable company culture that 92% of employees would recommend to a friend. CEO Bill McDermott has a 97% approval rating on Glassdoor, and reading reviews of the company is an exercise in professional FOMO for those of us who don’t work for the German-based company.“The company has also invested in continuous learning, mentoring, development opportunities and flexible working hours,” says Ries, revealing a bit of SAP’s ‘secret sauce’. “By listening and keeping a close eye on our culture, career opportunities, management, and compensation & benefits, we can give back to employees to ensure they are in a healthy environment with inspirational leaders, room for growth, and reward them appropriately. Glassdoor is a critical tool to help us do that.”On the heels of SAP’s Best Places to Work win, we caught up with SAP to dig into what makes their company tick and why it could be the home of your dream job.Glassdoor: Congratulations on winning the Best Places to Work award this year! How does it feel for you to know that your employees love working for SAP?Stefan Ries: Thank you, it feels great. It’s an incredible achievement that SAP is one of only two employers to receive all five Glassdoor ‘Best Places to Work’ awards. This award is a strong endorsement of our efforts to provide a consistent and meaningful employee experience across the globe. Seeing this kind of a result is a powerful statement and affirmation that our employees love working at SAP. Glassdoor: What do you do to foster employee trust and engagement for a global company with employees spanning many countries and cities?Stefan Ries: At SAP, we understand how important it is to let employees voice their opinions and feedback. Transparency and trust are deeply anchored in our company culture. We strive to ensure that our employees are aware of the many open communication channels including through Glassdoor & our ‘Life at SAP’ social media channels, all-hands meetings, annual People Surveys, coffee corner sessions with senior leadership, virtual collaboration & discussion spaces, and more. These channels and tools are available to ensure we foster dialogue among and beyond individual teams, leaders – as well as to ensure we give our people platforms to express their concerns, share their ideas and discuss their questions with leaders.We also have internal departments focused specifically on helping our employees and leaders succeed in their roles and build their careers – particularly Mentoring Programs, Learning & Career Development programs, Business Network Groups, Success Counseling Centers at our offices, and more. Glassdoor: Is there one stand-out thing you and your team did in 2017 to help build a great company culture?Stefan Ries: It’s hard to break it down to one single aspect. Employee trust and engagement do not come overnight. This is the result of many efforts over years – and the journey continues each new day. We can’t take trust for granted. And it must come from both sides: the top leaders and our employees. If I have to narrow it down to one thing that we have developed over the past years, I would say it’s that SAP runs with purpose. At SAP, we have a vision: we are committed to helping every customer become a best-run business. Now more than ever, being the best means making a difference. It means connecting people and information to address the world’s biggest challenges. This is what we do. That’s why we engineer solutions to fuel innovation, foster equality, and spread opportunity across borders and cultures. Every time our customers turn their ideas into action, we help improve people’s lives. Together, we can transform industries, grow economies, lift up societies and sustain our environment. Glassdoor: Your employees love working here as we see the strong rating on Glassdoor. How do you make this a great place to work day in and day out?Stefan Ries: Candidates and employees can afford to be choosier than in the past, which means employers must learn how to market their open positions in ways that resonate with what today’s jobseekers are looking for. Our employee value proposition (EVP) “Bring Everything You Are, Become Everything You Want,” is designed specifically to appeal to the desire among today’s candidates to get a genuine sense of what it’s like to work at a company. The campaign includes video testimonials from a diverse group of SAP employees explaining what drew them to the company and what keeps them here. The best way to communicate our EVP is to have employees speak on our behalf in their authentic voice. As such, our employees provide tangible examples of how SAP fosters a culture of openness, encouragement, and innovation, and how we challenge and inspire each other. The company has also invested in continuous learning, mentoring, development opportunities and flexible working hours. By listening and keeping a close eye on our culture, career opportunities, management, and compensation & benefits, we can give back to employees to ensure they are in a healthy environment with inspirational leaders, room for growth, and reward them appropriately. Glassdoor is a critical tool to help us do that. Glassdoor: Good leadership is not just one person. How do you work w/ your management teams to make sure employees have great leadership here?Stefan Ries: Leadership performance and development are important topics for us at SAP. We look for leaders who embody the SAP leadership principles: drive simplicity, ensure customer success and develop amazing talent. Throughout the year, we encourage our leaders to engage in their personal development plans. To help our leaders execute successfully in their roles, we invest a lot in learning. Some years ago we have built leadership training curricula for each level that are mandatory for all managers. Ultimately, at SAP, we have a culture that embodies transparency and open dialogue between colleagues of all professional levels to build a firm environment of mutual trust and respect. Additionally, we have many unique programs to foster our employees’ development, such as the Women Leadership Excellence Acceleration Program (LEAP), which is designed to maximize the unique value women bring to the workplace. LEAP addresses the specific leadership development needs of females and equips participants with the right skills, knowledge and leadership behaviors. Thanks to programs we have like LEAP, we have a stronger pipeline of leaders that are more prepared to take on business challenges and be role models to up and coming leaders.Glassdoor: What is the best part about working here?Stefan Ries: The people. It’s not cliché. I truly believe SAP’s people are a diverse group who bring their own experiences and ideas to the table. They create this exciting work environment and together they can succeed in anything. We are innovators and we strive to help the work run better and improve people’s lives. Glassdoor: What do you look for in informed candidates?Stefan Ries: Since our people are our greatest assets and the source of SAP’s innovation and continued success we choose them carefully and hope to attract the right ones. We are always on the lookout for people with diverse personal and professional backgrounds who are true team players and think outside-of-the-box. We look for passionate, authentic and genuine individuals who are in turn looking for a place they can come to help make an impact.See our latest campaign “Bring Everything You Are. Become Everything You Want” or “Business Beyond Bias”. These campaigns features SAP employees who have achieved great things in their personal and professional lives and who have special pride in SAP. Reading these colleagues’ stories is something that personally motivates me. We hope that by featuring our own employees and their stories, we can inspire others to join our SAP family as well.Glassdoor: How do you recruit talent? What are some of your best practices?Stefan Ries: We realized if we want to attract the right talent, we have to be pro-active and be where our talent is. We are very active on social media, partner with key universities, and local schools to build relationships and expand our networks. This includes programs such as the University Alliances or our SAP Student Entrepreneurship Program. We have also developed unique applications like our virtual “Get Home” game and “Perfect Match” Facebook app, which help us identify potential fits at SAP. These provide instant personality profiles and match roles for the candidates. We also provide an immediate, 3-page feedback report for candidates, which go to the hiring manager with suggested interview questions and training plans for new hires so everyone is fully prepared and knowledgeable of what to expect. Moreover, we have developed a “Recruiter Playbook” for those HR teams that are hiring. This is our “how to” guide to recruitment at SAP. The playbook includes data points, facts, and figures but also includes personal stories and insights into our history, culture, strategy, and getting to know what it is like to work here. This ensures our recruiters are one of the first-line ambassadors to the company and ready to answer any company questions the candidates may have.Finally, our candidates can check out our award-winning careers website, browsing through the many content areas to make sure SAP is the right fit. The candidate can also very quickly join our Talent Community, even before starting any sort of interview process, ensuring they get the information they need via regular updates straight from the source. Once a candidate lands an interview, we provide them with our unique “Brand Insights” digital flipbook. This document helps outline SAP’s culture, history, purpose but even more importantly highlights the employee and customer stories that have had a huge impact. Glassdoor: How do you keep top talent at SAP?Stefan Ries: It is a priority for us at SAP to foster a work culture that makes everyone feel valued, empowered, and trusted. By focusing on these criteria, coupled with our “How We Run” behaviors, we aim to maintain a work environment that is comfortable for everyone. “How We Run” was developed from employees for employees – and these behaviors are the basis for how we operate and work with each other – and our customers:Tell it like it is.Build bridges not silos.Keep the promise.Stay curious.Embrace differences. 4.5★ 23 hours ago 23h Senior Product Specialist, S/4HANA Product Success & Customer Co-innovation SAP Atlanta, GA 4.1★ 23 hours ago 23h Available Jobs at RED – The Global SAP Solutions Provider 4.5★ Intern, Product Management SAP Palo Alto, CA SAP Fieldglass Application Specialist SAP Chicago, IL CFE Senior Consultant SAP Vienna, VA 23 hours ago 23h 4.5★ 23 hours ago 23h Browse More Jobs 4.5★ Intern – Business Analyst [ SAP Newtown Square, PA 23 hours ago 23h SAP Concur – Director, Engineering SAP Allen, TX See more jobs at RED – The Global SAP Solutions Provider 23 hours ago 23h
ShareEmailPrint To learn more, read: Posted on July 14, 2014November 2, 2016By: Katie Millar, Technical Writer, Women and Health Initiative, Harvard T.H. Chan School of Public HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This month the WHO came out with “Birth defects surveillance: Atlas of selected congenital anomalies.” This guide, with illustrations and photographs of common birth defects, is a supplement to the WHO publication, “Birth defects surveillance: A manual for programme managers,” released earlier this year. These manuals are useful as they emphasize the importance of maternal and newborn health integration.Birth defects account for 3% of global child deaths and 7.3% of neonatal deaths. In the Americas, congenital birth defects make up 10% of child deaths and 20.8% of neonatal deaths. But are congenital defects preventable? Sometimes they are. With key interventions integrated into maternal health and antenatal care, both mom and baby may experience improved health outcomes.Environmental and maternal causes account for 4-10% of all birth defects. With antenatal care that focuses on (1) mother’s nutritional status, (2) preventing maternal exposure to chemicals and illicit drugs, (3) preventing maternal infections like rubella, (4) managing chronic maternal diseases like diabetes, (5) and preventing exposure to known teratogens, both maternal and neonatal health can see improvements. One notable public health success in this realm is the 25-50% reduction in neural tube defects (or spina bifida) experienced in countries after folic acid fortification was implemented in cereal and grain products.If you’re interested in improving surveillance, legislation, and prevention of birth defects in your country, reference the two WHO manuals below:– Birth defects surveillance: A manual for programme managers– Birth defects surveillance: Atlas of selected congenital anomaliesShare this: