Dataverse: Create Custom Integration To Azure Cosmos DB for PostgreSQL – Temmy Wahyu Raharjo
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"BY LARS SCHMIDT
5 MINUTE READ
In 2009, Netflix revolutionized corporate culture with its famous 175-slide culture deck, a transparent manifesto that laid the foundation for the company’s vision of work, success, and collaboration.
The memo, developed by Reed Hastings and Patty McCord, was embraced across the tech sector and soon mirrored in different versions by other leading companies, including Zappos, Hubspot, Facebook, Spotify, Hootsuite, and others.
It was cited as a new framework for HR and coined the concept of “brilliant jerks,” and why they should be ferreted out of leadership roles.
When I first read the culture manifesto after its release I was struck by its clarity—particularly as a tool to both attract the right talent and repel the rest.
Over my career, I’ve worked with various companies, CEOs, and chief people officers who leaned on Netflix’s Culture Manifesto as a foundational reference when developing their own culture statements and organizational values. A lot has changed since its release in 2009, so I was curious to see how it would evolve.
Fast-forward to this week, and Netflix has released an updated version of this pivotal document, reaffirming its commitment to an innovative and dynamic workplace ethos.
This reboot, known as the Netflix Culture Memo, encapsulates the evolution of Netflix’s principles while maintaining the core values that have driven its success. Here are some of the key aspects of this refreshed manifesto and how they reflect the current business environment:"
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"One of the hottest selling points for HR tech adoption might be missing the mark, according to recent research. Many analysts have touted the benefits of AI and automation to increase HR’s capacity for strategic work, but fresh insights from Gartner reveal that relying only on this approach for AI adoption strategy can inadvertently restrict the business value of technology"
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"Successful organizations move a transformation from ambition to action. Here’s what it takes."
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"Une étude scientifique de Cornell University met en garde contre une pénurie de données humaines publiques pour alimenter les LLM entre 2026 et 2032. Voire plus tôt si ces modèles sont surentraînés. L’étude explore des solutions comme l'apprentissage à partir de sources plus ciblées et l'amélioration de l'efficacité des données utilisées."
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"As included in Simply, a Gallagher Company’s recently published whitepaper on bringing generative AI tools into the workplace and the role of the strategic communications professional in raising trust and innovation levels within the workforce, this focuses on what communicators believe the biggest challenges will be using AI in the workplace and getting employees to use the technology willingly and ethically. "
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"The AI Act’s potential to transform HR initiatives within organizations is profound.
Here are key areas where the directive intersects with HR objectives:"
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For HR leaders, this means ensuring AI tools used within their organizations comply with the directive’s requirements for data quality and bias mitigation.
AI can detect and address biases in hiring practices, compensation structures, and performance evaluations, prompting human oversight to correct disparities.
AI-powered recruitment tools can significantly enhance the diversity of candidate pools.
The AI Act’s transparency requirements mean AI systems must clearly communicate their functioning, helping remove biases from the hiring process.
"Face à la vague de l’intelligence artificielle, les acteurs du numériques dans les entreprises sont favorables à son adoption mais pointent les craintes concernant la sécurité, les données et l’infrastructure des bases de données. Solarwinds a questionné des cadres du secteur IT dans les entreprises de toutes tailles dont plus de la moitié sont issues du secteur technologique. Beaucoup de répondants doutent de la capacité de leur organisation à intégrer l'IA."
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