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8004 PRM Certification - IV: Case Studies - Standards: Governance Best Prac

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8004 exam Dumps Source : PRM Certification - IV: Case Studies - Standards: Governance Best Prac

Test Code : 8004
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Avaya Avaya PRM Certification -

Avaya diagnosed with the aid of TSIA for reaching Operational most useful apply Certification | killexams.com actual Questions and Pass4sure dumps

SANTA CLARA, CA--(Marketwired - Feb 1, 2016) -

  • Avaya Receives TSIA Rated surprising, Assisted mitigate North the usa Certification
  • Rigorous certification awarded after Avaya met greater than a hundred sixty five pattern practices standards developed by means of TSIA, acquired validation by 50 main know-how businesses, and passed a rigorous onsite audit conducted via pro service executives
  • Avaya, a worldwide leader in enterprise communications application, techniques and functions, nowadays introduced that it has executed the TSIA Rated extraordinary, Assisted aid North the united states Certification as piece of TSIA's Operational most amenable Practices certification program.

    click on to Tweet: Avaya Achieves TSIA Operational most advantageous apply Certification

    The Operational most efficient Practices (OBP) software, carried out via the expertise features trade affiliation (TSIA), is a rigorous certification system that inspects the capabilities of a company across everything significant aspects of their operation on behalf of their consumers. This specific audit makes it feasible for these businesses to obtain confident that they are offering incredible customer steer on the channel, center, region, and world level. The TSIA Rated astounding certification is designed to target focus inside a solitary enviornment of electricity, similar to a solitary champion operation vicinity and/or a specific mode of help.

    because of their completion of the Operational premier Practices software, Avaya has carried out the TSIA Rated amazing, Assisted mitigate North america Certification for supplying excellence throughout everything big modes of technical aid. Certification acknowledges that Avaya steer people, techniques and applied sciences will aid purchasers procure essentially the most from their technology funding. attaining certification meant that Avaya had to meet over one hundred sixty five top-quality practices criteria developed by TSIA, procure hold of validation through 50 leading technology corporations, and creep a rigorous onsite audit carried out through professional carrier executives who established the company's commitment to excellence in service operations. 

    charges: "we're disdainful to honor Avaya for finishing the Rated marvelous Assisted steer certification method. Their Operational optimum Practices certification classes are a comprehensive mode for companies to measure their capacity to mitigate valued clientele from the americans, process, and know-how perspective, and at the equal time establish themselves as an trade chief in Assisted Technical help. via receiving this certification, Avaya has no longer most efficient demonstrated a willingness to check their capabilities in opposition t a rigorous manner, but they acquire carried out so on behalf of a corporation-wide dedication to consumer delight."-- Tom Pridham, senior vice chairman of predominant Membership construction and Organizational evolution services for TSIA

    "we are disdainful to live TSIA Rated impressive, as it's a mirrored image of the tough drudgery and dedication of Avaya's champion firm. they are blissful that clients should purchase Avaya items with self-confidence understanding that the maximum industry aid specifications are met and are backed by brilliant first-rate after-income cellphone, on-line case, and e-mail operations help."-- Mike Runda, senior vice president, Avaya client features

    materials: greater information on TSIA's Operational optimum Practices courses may moreover live institute at www.tsia.com/features-excellence/operational-surest-practices.html

    Tags: Avaya, TSIA, impressive customer help, channel, assisted guide, awards, industry ordinary, certification

    About Avaya Avaya is a leading issuer of solutions that enable client and group assignation throughout varied channels and instruments for enhanced consumer journey, elevated productivity and more advantageous economic performance. Its world-class contact heart and unified communications technologies and features are available in a wide selection of supple on-premises and cloud deployment options that seamlessly integrate with non-Avaya applications. The Avaya assignation atmosphere permits third events to create and customize enterprise applications for aggressive potential. Avaya's cloth-based networking solutions champion simplify and precipitate up the deployment of company captious purposes and functions. For more tips gladden discuss with www.avaya.com.

    About TSIA The technology services trade association (TSIA) is the realm's main organization committed to advancing the company of expertise capabilities. expertise capabilities businesses massive and little appear to TSIA for world-classification company frameworks, ultimate practices based on true-world outcomes, designated efficiency benchmarking, remarkable peer networking alternatives, and excessive-profile certification and awards classes. TSIA company individuals signify the area's precise know-how corporations as well as scores of creative little and mid-measurement corporations in four most valuable markets: enterprise IT and telecom, customer technology, healthcare and healthcare IT, and industrial gadget and expertise. TSIA's editorial weblog, inside technology features, is commonly recognized by expertise carrier professionals for providing concept leadership and insights into trade trends and top of the line practices. discuss with us at www.tsia.com, comply with us on Twitter @TSIACommunity, or unite with us on LinkedIn and Google +.

    certain statements contained during this press unencumber are ahead-looking statements. These statements could live recognized by way of forward-searching terminology comparable to "anticipate," "believe," "proceed," "might," "estimate," "predict," "intend," "might also," "may," "plan," "capabilities," "predict," "may still" or "will" or other similar terminology. they now acquire based mostly these forward-searching statements on their latest expectations, assumptions, estimates and projections. whereas they accept as accurate with these expectations, assumptions, estimates and projections are least expensive, such forward-searching statements are most efficient predictions and hold generic and unknown hazards and uncertainties, many of which might live past their handle. These and other vital factors could occasions their specific outcomes, efficiency or achievements to disagree materially from any future results, efficiency or achievements expressed or implied by these forward-searching statements. For a list and description of such dangers and uncertainties, gladden treat with Avaya's filings with the SEC that can live institute at www.sec.gov. Avaya disclaims any intention or responsibility to supersede or revise any ahead-searching statements, even if because of fresh assistance, future routine or otherwise.

    follow Avaya on Twitter, fb, YouTube, LinkedIn, Flickr, and the Avaya linked blog.


    Avaya Names world expertise as a LATAM and Canada practicing companion | killexams.com actual Questions and Pass4sure dumps

    CARY, N.C., Oct. 25, 2018 /PRNewswire/ -- Avaya Holdings Corp. (AVYA) has named international talents as a working towards provider for its Latin the usa and Canada channel companions. Avaya at present has 1,000 energetic enterprise companions and over 50,000 customers across the regions.

    (PRNewsfoto/international knowledge)

    greater

    international expertise will give training to Avaya's partners as piece of Avaya's international associate channel software, Avaya area™. The program focuses on making ready Avaya's partners who're engaged on the Avaya Implementation skilled specialist (AIPS) and Avaya licensed Implementation expert (ACIS) certifications. both inner most and digital school play alternate options could live made obtainable perquisite through the Canada and Latin American areas with English, French, Spanish or Portuguese speakme instructors.

    "At Avaya they expense their partners and need to mitigate them live successful," noted Santiago Aguirre, senior director, earnings and distribution, Avaya AI. "by means of collaborating with global abilities, the international leader in IT and knowledgeable training, they can live confident that their consumers in Canada and Latin america acquire the competencies they should optimize their options and supply clients with a superb event."

    "we're anticipating working along with a confederate of this calibre to assist their partners construct the talents they need to correctly establish into outcome the enjoyable applied sciences Avaya is bringing to the market," noted Nurali Jamani, chief working officer, world knowledge.

    About Avaya

    Avaya is a worldwide leader in digital communications software, functions and devices for organizations of everything sizes. Its open, intelligent and customizable solutions for contact centers and unified communications present the flexibleness of Cloud, on-premises and hybrid deployments. Avaya shapes bright connections and creates seamless communique experiences for their consumers, and their valued clientele. Their professional planning, champion and management capabilities teams aid optimize options, for highly official and efficient deployments. discuss with www.avaya.com.

    About global talents

    international competencies is the international chief in IT and knowledgeable working towards, helping boost the talents people and companies should prevail within the ever-changing world. to fulfill consumer needs, international potential has the exciting flexibility to deliver a wide portfolio of lessons in over 100 countries in classrooms, online, and thru a world confederate network. established because the world's leading working towards issuer, international skills allows the success of more than 300,000 professionals every 12 months.

    Cautionary celebrate related to ahead-searching Statements

     

     

    View original content material to down load multimedia:http://www.prnewswire.com/information-releases/avaya-names-world-advantage-as-a-latam-and-canada-working towards-accomplice-300737893.html


    Altura Achieves Avaya functions birth professional Certification | killexams.com actual Questions and Pass4sure dumps

    FULLERTON, Calif.--(enterprise WIRE)--Altura conversation solutions, an Avaya Platinum BusinessPartner, with workplaces nationwide, is being diagnosed with the aid of Avaya, a number one global issuer of company communications functions, systems and features, for achieving their services delivery expert (SDS) certification as Implementation professional.

    The SDS certification confirms that Altura has talent in the capabilities and skills crucial for knowledgeable nascence of the total compass of implementation services to Avaya consumers. Altura is one in everything a select neighborhood of Avaya BusinessPartners to achieve the certification.

    Altura helps groups gash back cost and efficaciously hasten their operation by means of offering a wide compass of high excellent voice, voice over IP, information, messaging, wireless and obtain contact with middle applications and solutions. working throughout the U.S., Altura helps hundreds of clients including Unisys, Honeywell, Dartmouth Hitchcock clinical center, fresh Jersey Transit, the situation of fresh Mexico, the situation of Connecticut, and others who bask in reductions from Altura’s custom-made functions including community evaluation, Contact heart Optimization, and existence Cycle carrier and support.

    "Altura is honored to live recognized by using Avaya for their #1 rated capabilities," in line with Bob Blazek, CEO and President of Altura. "The Avaya SDS designation signifies to their consumers that Altura continues to steer the domain in working towards, constructing the crucial talents and credentials to exceed their features needs."

    "Altura continues to supply the optimum stage of carrier for his or her valued clientele," talked about Carol Giles Neslund, vice chairman, North the usa Channel revenue, Avaya. "The SDS designation is an affirmation that Altura has exhibited a record of success in serving purchasers and has taken their provider nascence to the next flat via extra training and access to Avaya international features tools and methodologies."

    The Avaya SDS software has 4 areas of designation: Implementation specialist for licensed Avaya channel companions, Implementation professional for capabilities-most efficient channel partners, and assist professional and Integration expert for Platinum, Gold, and Silver-certified channel partners. taking piece channel partners acquire access to Avaya international features and a wide compass of different Avaya substances to champion them convey a high quality provider event to clients.

    About Altura

    Altura conversation options, with offices nationwide, is one among Avaya's greatest Platinum approved business partners and a number one company of communique enabled options and knowledgeable features to businesses. For well-nigh two a long time, enterprises perquisite through North america acquire trusted Altura with solving their enterprise considerations. Altura’s top rated and industry leading provider, key strategic partnerships featuring a complete suite of converged voice and statistics community solutions, give the optimum company value to their shoppers.

    About Avaya

    Avaya is a worldwide chief in commercial enterprise communications methods. The enterprise gives unified communications, contact centers, and connected functions directly and thru its channel companions to main corporations and companies around the world. enterprises of everything sizes faith on Avaya for state-of-the-art communications that improve effectivity, collaboration, client service and competitiveness. For extra counsel, gladden consult with http://www.avaya.com.


    8004 PRM Certification - IV: Case Studies - Standards: Governance Best Prac

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    8004 exam Dumps Source : PRM Certification - IV: Case Studies - Standards: Governance Best Prac

    Test Code : 8004
    Test title : PRM Certification - IV: Case Studies - Standards: Governance Best Prac
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    Neither CFA nor MBA, other qualifications for jobs in banking | killexams.com actual questions and Pass4sure dumps

    If you're thinking of breaking into banking, you've probably thought about studying for a CFA qualification. You've probably moreover contemplated an MBA. Both are favorite among financial services professionals looking to procure ahead. Both are moreover broad-ranging qualifications which apply across a compass of financial services jobs. And in the case of MBAs at least, some banks acquire special 'associate entry programs' for hiring MBAs from top business schools. 

    However, there are plenty of other financial services-relevant qualifications out there. Many are more specific than the CFA or the MBA and focus on particular areas of the finance industry. Most aren't mandatory - in the UK, the financial Conduct Authority (FCA) scrapped obligatory qualifications for investment bankers back in 2007.

    These alternative qualifications aren't guaranteed to procure you a job - but then neither is the CFA Charter or an MBA? Best of all, they're cheap - especially compared to the huge tuition fees at top business schools.

    If you want to drudgery in banking, but aren't fixated on the front office and are prepared to descry beyond the touchstone acronyms, these are the qualifications you should descry out for:

    Qualifications for banking compliance jobs 1. The CISI Diploma in Investment Compliance

    Run by: The Chartered Institute for Securities and Investment

    What they say: 'The Diploma in Investment Compliance is a global qualification that offers a limpid career pathway for compliance specialists and practitioners. Achieving this qualification, will provide you with the self-confidence of possessing a thorough understanding of the financial services regulatory environment both in the UK and internationally.'

    Entry requirements: You'll acquire to study the 'Introduction to Securities and Investment Banking First. ' 

    Cost: Around £1.7k, including tuition and exam fees.

    Study time: You need to pass three exams to achieve the diploma. On average, the CISI says you'll need to study for around 80 hours for each unit.  Passing the diploma typically takes 18 months to two years according to BPP Professional Education. 

    Pass rate: Thought to be 70% for the first two  exams. 50% for the third.

    What they say:  The CISI diploma is best known in the UK market. It might mitigate procure you an interview, but it's very unusual for a job to specify the diploma as a prerequisite.

    2. The Advanced Certificate in Compliance

    Run by: The International Compliance Association

    What they say: 'The ICA Advanced Certificates in Compliance is suitable for those fresh to compliance or in a junior role and will mitigate you develop a superior understanding of compliance fundamentals.These courses are endorsed by the British Bankers' Association in the UK.'

    Entry requirements: 'Sound educational background' and 'good written English.'

    Cost: £1.5k + VAT or local taxes if outside the UK.

    Study time: The course lasts for six months and is provided by 'International Compliance Training', the ICA's approved training provider. You'll live studying at home but will participate in two 'highly interactive workshops.'

    Pass rate: Not provided.

    What they say: An entry-level certificate in compliance. superior for people who want to drudgery in money laundering and financial crime. You'll need drudgery taste to procure a job - there are few jobs that specify this qualification as a necessity for compliance hires. UK-centric. Hardly anyone has this qualification on Wall Street or in Hong Kong or Singapore.

    Qualifications for sales, trading or structuring jobs 3. The Fixed Income Certificate (formerly the International Fixed Income and Derivatives Program) 

    Run by: The International Capital Markets Association.

    What they say: 'The gold touchstone qualification for finance professionals for almost 40 years. The programme places emphasis on developing practical skills for trading, investment and risk management, designed to give a fixed income professional everything the scholarship needed to understand pricing, risk and trading opportunities in these markets.'

    Entry requirements:  There are no specific requirements, but the presumption is that you'll already live working in banking - either in a front office role, or in a champion function.  You can trap a sample paper here to descry if it's perquisite for you.

    Cost: £3.3k for ICMA members and £4.3k for non-members.

    Study time: The classroom based version of the programme is delivered as a one week course across Europe.

    Pass rate:  Not provided.

    What they say:  Not mandatory, but IFID is known among fixed income traders and portfolio managers in London. Often used by back office people trying to gain product scholarship and creep into the middle office. Again, less common in Asia and the U.S.

    4. The CISI Diploma in Capital Markets

    Run by: The Chartered Institute for Securities & Investment

    What they say: 'The Diploma in Capital Markets is a leading professional finance qualification for practitioners working in wholesale securities markets....It is pattern for practitioners pursuing careers in treasury and financial controlling functions, private equity analysis, portfolio management, fixed income analysis, fund management, financial consulting, financial risk management, investor relations, internal audit and specialist financial operations.'

    Entry requirements: There are no formal entry requirements. But most candidates will acquire a degree.

    Cost: If you're paying for classroom tuition, it will probably cost you around £5k for the three units. If you're teaching yourself, it will cost you around £1.8k in study materials and past papers.

    Study time: You're advised to study for 200 hours for each diploma unit (and you need to select three). The diploma typically takes between 18 months and two years to achieve. You can either select to study on your own, or can pay for training.

    Pass rate: 44% to 80%, depending upon the papers you take.

    What they say: Very rarely specified in job descriptions. favorite among back and middle office (including compliance) staff who want to learn more about the products they're dealing with.

    5. The London business School's Masters in Finance

    Run by: The London business School

    What they say: 'Ranked number one in the world by the financial Times for the final five consecutive years, the School's outstanding global reputation in finance and stalwart links with financial institutions, recruiters and practitioners means there is no better space for you to study finance.'

    Entry requirements: You'll need at least two years' taste in a financial services job to live eligible for the course. Most people acquire 3-6 years' taste and piece time students acquire 3-12 years' experience.

    Cost: £43k.

    Study time:10 months or 16 months (if you want to live able to complete an internship) full time; 22 months at weekends.

    Pass rate: Not provided.

    Where to find out more: Click here. 

    What they say: Expensive, but cheaper than an MBA. The pre-eminent qualification for London financial services professionals who want to elude the middle or back office. Better for sales and trading than corporate finance (for the investment banking division, try an MBA).

    6. The CQF (Certificate in Quantitative Finance) 

    Run by: Fitch but founded by Paul Wilmott, a well known quant.

    What they say: The CQF is, "designed for in-depth training for individuals working in, or intending to creep into, e.g. derivatives, IT, quantitative trading, insurance, model validation or risk management.

    Entry requirements: You'll need to live (very) superior at maths. Before you can start the course, you'll acquire to complete a maths test.

    Cost: Around £13k. 

    Study time: Four hours per week (delivered in the contour of two two hour long weekly CQF lectures, delivered via webcast) for six months. You can learn about the program here. 

    Pass rate: Not provided.

    What they say: The CQF has superior international recognition and will sometimes live specified on job descriptions. It's superior if you want a risk modelling or model testing role, or if you want to live a quantitative developer pile computer models for the quants who design banks' intricate derivative products. Most 'front office quants' will acquire a PhD or an MSc. It's less well known in the worlds of data analysis and machine learning.

    7. succession 7 (Full name: the generic Securities Representative Exam) 

    Run by: The U.S. financial Industry Regulation Authority. (FINRA)

    What they say: 'The succession 7 Examination is designed to assess the competency of entry-level generic Securities Representatives...The succession 7 Examination is the generic Securities Representative Qualification Examination.' [In other words, this is mandatory. You acquire to pass the succession 7 if you want to drudgery in sales or trading - but only if you want to drudgery in the U.S.)

    Entry requirements: You acquire to live working for a FINRA-member arduous and they acquire to sponsor you. succession 7 isn't really open to anyone...If you've been working in the UK, you might live allowed to skip some of the modules. 

    Cost: Employers usually pay.

    Study time: You'll probably need to study for 1-2 hours per day for six to eight weeks.

    Pass rate: Around 65%..

    What they say: You'll acquire to acquire the succession 7 in the U.S. Hardly anyone has it in London or Hong Kong - unless they've transferred from Wall Street.

    For the risk professional 8.  'Risk in financial services'

    Run by: The Chartered Institute for Securities & Investment

    What they say: 'Risk in financial Services offers a comprehensive global introduction to the major risk areas in financial services. It addresses international issues, reflecting the needs of a worldwide market, and provides a sound grounding in the principles of the risk management framework, corporate governance and risk oversight. It covers specific techniques used in identifying, reducing and managing operational risk, credit risk, market risk, investment risk and liquidity risk.' 

    Entry requirements:  None given. However, the presumption is that you'll live working in risk or compliance already.

    Cost: hope to pay around £300+ in exam fees. Or, £1.3k+ if you want tuition.

    Study time: 100 hours for the Risk in financial Services. An extra 70 hours if you want to supplement it with 'UK financial Regulation'. Some training providers off a three day intensive course.

    Pass rate: Thought to live around 62%.

    What they say: Rare.

    9. 'Professional Risk Manager Qualification' (PRM)

    Run by: The Professional Risk Managers' International Association (PRMIA)

    What they say: ''The Professional Risk Manager (PRM™) Designation is a globally recognized, graduate-level risk management credential.'

    Entry requirements: You'll need some drudgery experience: 4 years if you don't acquire a bachelor degree, two years if you do, and no drudgery taste at everything if you've been to graduate school of acquire passed an 'accepted professional designation' dote the CFA.

    Cost: $1.1k (minimum).

    Study time: Candidates are required to pass four exams, varying in length from one to two hours. You'll need to purchase exam vouchers along with study materials and the PRM handbook. The vouchers expire within three years of purchase. 

    Pass rate: 65% overall, but 59% for exams I and III and 78% for exam IV.

    What we say: A well recognized international qualification. Often specified as a prerequisite for risk jobs in the U.S.

    10. 'The financial Risk Manager's Qualification' (FRM)

    Run by: The Global Association of Risk Professionals (GARP)

    What they say: 'The FRM Exam, offered by the Global Association of Risk Professionals (GARP), is a practice-oriented exam designed to assess a candidate’s scholarship and understanding of the skills necessary to office effectively as a financial risk manager. '

    Entry requirements: To live able to exercise the FRM designation, you'll need at least two years' drudgery taste in risk management, trading, portfolio management, academia, industry research, economics, auditing, risk consulting or risk technology.

    Cost: Varies - it's cheaper if you enroll sooner! $750 to $1,050 for each exam.

    Study time:  'On average, individuals devoted about 275 hours to exam preparation. Individual figures, however, varied from less than 100 hours (6%) to more than 400 hours (11%).'

    Pass rate:  Around 43% for piece 1, 58% for piece 2.

    What they say: favorite qualification for risk managers, valuation specialists and product consultants. Recognized globally. Often specified alongside the PRM.

    12. 'The Certificate in Risk Management in financial Services' 

    Run by: The Institute of Risk Management

    What they say: 'This practical qualification addresses the actual issues facing organisations in financial services, particularly banking and insurance.'

    Entry requirements: zero in particular. -'The qualification is the entry flat qualification for anyone embarking on a career in risk management or working in a risk-related discipline.'

    Cost: £1.9k.  You might procure a discount if you're in a low income country.

    Study time: Six to nine months, distance learning.

    Pass rate: Not clear. But the pass badge is 50%.

    What they say: Rarely seen in job descriptions.

    For the corporate finance professional 13. The Diploma in Corporate Finance 

    Run by: The ICAEW in combination with the Chartered Institute for Securities & Investment.

    What they say: 'The fresh Diploma in Corporate Finance will equip you with advanced corporate finance knowledge, skills and expertise. It will enhance the value you bring to the organisations you drudgery with and mitigate accelerate your career.'

    Entry requirements: You'll usually need to acquire passed the ICAEW's Chartered Accountancy exams or to acquire a Certificate in Corporate Finance.

    Cost: £721 in exam fees, more if you want to pay for tuition.

    Study time: On average, 500 hours of study are needed. It's 'achievable within a year.'

    Pass rate: Thought to live around 69%.

    What they say: Not very well known outside Europe. Not specified in job descriptions. Most common among strategists in corporates, accountants and lawyers. superior for mountainous Four accountants who want to creep into M&A.

    Photo credit: Crayon Fence by chrismetcalfTV is licensed under CC BY 2.0.


    on the role of employee financial participation in creating jobs and reactivating the unemployed | killexams.com actual questions and Pass4sure dumps

    on the role of employee financial participation in creating jobs and reactivating the unemployed

    (2018/2053(INI))

    The European Parliament,

    –  having esteem to the Treaty on the European Union (TEU), and in particular Article 3(3),

    –  having esteem to Article 9 of the Treaty on the Functioning of the European Union (TFEU), which requires the EU to promote a high flat of employment, guarantee adequate social protection, fight against social exclusion and ensure a high flat of education, training and protection of human health,

    –  having esteem to the Council conclusions of 7 December 2015 on the promotion of the social economy as a key driver of economic and social evolution in Europe,

    –  having esteem to the Commission communication of 2 June 2016 entitled ‘A European agenda for the collaborative economy’ (COM(2016)0356),

    –  having esteem to the Commission communication of 27 March 2014 entitled ‘Long-term Financing of the European Economy’ (COM(2014)0168),

    –  having esteem to the Commission communication of 12 December 2012 entitled ‘Action Plan: European company law and corporate governance – a modern legal framework for more engaged shareholders and sustainable companies’ (COM(2012)0740),

    –  having esteem to the Commission communication of 3 October 2012 entitled ‘Single Market Act II – Together for fresh growth’ (COM(2012)0573),

    –  having esteem to the Commission communication of 3 March 2010 entitled ‘Europe 2020: a strategy for smart, sustainable and inclusive growth’ (COM(2010)2020),

    –  having esteem to the Commission recommendation of 3 October 2008 on the vigorous inclusion of people excluded from the labour market(1),

    –  having esteem to the Commission communication of 25 June 2008 entitled ‘Think little First – A “Small business Act” for Europe’ (COM(2008)0394) and the Commission’s 2008 and 2009 drudgery Programmes,

    –  having esteem to the Commission communication of 14 March 2006 entitled ‘Implementing the Lisbon Community Programme for Growth and Jobs: Transfer of Businesses – Continuity through a fresh beginning’ (COM(2006)0117),

    –  having esteem to the Commission communication of 5 July 2002 entitled ‘A framework for the promotion of employee financial participation’ (COM(2002)0364) and Parliament’s resolution of 5 June 2003 thereon(2),

    –  having esteem to the belief of the European Economic and social Committee (EESC) of 21 October 2010 on employee financial participation in Europe,

    –  having esteem to its resolution of 15 January 2013 on information and consultation of workers, anticipation and management of restructuring(3),

    –  having esteem to its resolution of 14 January 2014 on financial participation of employees in companies’ proceeds(4), and the belief of the Committee on Economic and Monetary Affairs (2013/2127(INI)),

    –  having esteem to the study requested by Parliament’s Committee on Employment and social Affairs entitled ‘Employee financial participation in companies’ proceeds’, which was published in September 2012,

    –  having esteem to the Mid-Term Review of the Capital Markets Union Action procedure published on 8 June 2017 (COM(2017)0292),

    –  –  having esteem to the Commission’s pilot project entitled the ‘Promotion of employee ownership and participation’, of which the final version was published in 2014,

    –  having esteem to the PEPPER IV Report, entitled ‘Benchmarking of employee participation in profits and enterprise results in the member and candidate countries of the European Union’, which was published in October 2009 by the Free University of Berlin,

    –  having esteem to the PEPPER III Report, entitled ‘Promotion of employee participation in profits and enterprise results in the fresh member and candidate countries of the European Union’, which was published in June 2006 by the Free University of Berlin,

    –  having esteem to the report of 18 December 2003 of the high-level group of independent experts on transnational obstacles to the growth of employee financial participation in transnational enterprises,

    –  having esteem to the PEPPER II Report, entitled ‘Promotion of participation by employed persons in profits and enterprise results (including equity participation) in Member States’, which was published by the Commission in January 1997 (COM(1996)0697),

    –  having esteem to the PEPPER I Report, entitled ‘Promotion of employee participation in profits and enterprise results’, which was published in March 1991 by the Commission and the European University Institute,

    –  having esteem to Rule 52 of its Rules of Procedure,

    –  having esteem to the report of the Committee on Employment and social Affairs (A8-0293/2018),

    A.  whereas there are several employee financial participation (EFP) models an employer can select from: profit sharing, individual employee participate ownership, worker ownership in cooperative models and employee stock ownership plans (ESOPs);

    B.  whereas the most preempt EFP model must live carefully chosen by the individual company and its workers, taking due account of the specific national taxation rules and sectoral context, and will mostly depend on the size, activity and status of the company, especially if it is listed; whereas it is not preempt to develop a comprehensive ‘one size fits all’ model for EFP at EU level;

    C.  whereas, according to data from the 2013 European Company Survey(5), EFP schemes can vary greatly according to company characteristics; whereas 62% of European establishments exercise some contour of variable pay, with profit sharing accounting for 30% and pay linked to group performance 25%; whereas share-ownership schemes are used by 5% of establishments; whereas these EFP schemes are more prevalent in the private sector than in the public sector (with some national exceptions), as well as in confident economic sectors, particularly information and communications technology, finance, insurance, and consultancy; whereas larger companies are more likely to exercise these EFP schemes than little and medium-sized enterprises, and they are moreover more common in foreign-capital or multinational companies and in companies located in economically(6) central or advanced regions;

    D.  whereas ESOPs are a contour of EFP using an intermediate entity able to exercise voting rights or other forms of governance on behalf of employees, who could voluntarily chose them;

    E.  whereas EFP schemes involving workers in consultation and decision-making acquire proven(7) benefits for both employees and the company, including in terms of sustainable governance, transparency, social dialogue, mutual respect between employers and employees, and other aspects such as recruitment, retention, motivation, job satisfaction and skills development, as well as overall performance and profitability;

    F.  whereas employee participation in decision-making could improve organisational performance and employees’ quality of working life, and whereas it could act as a workplace innovation tool(8) to promote a sense of ownership, enhance the flow of information in the company and improve levels of faith between employers and employees;

    G.  whereas EFP schemes can acquire positive impacts on the economy of Member States by supporting companies, including SMEs, and the job market; whereas workers’ financial participation in their company can contribute to job satisfaction, a sense of ownership, mutual respect between employers and employees and overall performance, and can mitigate employees find opportunities in their home countries;

    H.  whereas, in the context of the evolution of the Capital Market Union (CMU), EFP could contribute to the CMU objectives of inclusive growth and transparency in economic activity; whereas EFP, if coupled with training for participants provided by companies and Member States, could improve financial education amongst EU citizens, potentially reducing their reluctance to invest, and potentially increasing retail investment;

    I.  whereas the European Employment Strategy and the Europe 2020 Strategy set priorities to improve the quality of jobs and ensure better working conditions; whereas increasing employee participation in company financial results and offering better rewards could mitigate meet these goals;

    J.  whereas EFP must fade hand-in-hand with a high flat of information, training and consultation with staff so that they are fully cognizant of the functioning of the financial participation schemes that they could join, to enable them to obtain a fully informed assessment of the potential benefits and risks of these schemes, such as in the case of the company’s bankruptcy;

    K.  whereas, through EFP, enhanced social dialogue and strategic decision-making, employers might invest in evolution opportunities for their workforce, thus contributing to the fight against social exclusion and ensuring a high flat of training;

    L.  whereas, by involving employees in the decision-making process, depending on the specificity of the scheme, EFP can, in some cases, mitigate companies, including SMEs, with respect to restructuring and business continuity by addressing company succession and generational renewal problems, for example in family businesses;

    M.  whereas it should live borne in judgement that EFP has positive and negative elements to it;

    N.  whereas EFP bears some financial risks, but might moreover act as a shock absorber, allowing bonuses or other rewards and moreover ensuring that workers acquire a portfolio of saved shares; whereas ESOPs in particular may live an example of an employee buy-out model for non-listed companies where the priority buy-out process could allow employees to potentially safeguard their own jobs when there is the possibility of buy-outs by other companies;

    O.  whereas measures are therefore needed to protect employees from facing risks such as losing both their job and the capital invested when their employer is impacted by a crisis; whereas EFP may not live used to reduce the social and employment rights acquired by employees, must not supersede ordinary basic pay, other forms of remuneration or contributions to pension schemes, and must not live a way to transfer risks onto the worker or not to comply with labour law;

    P.  whereas participation in the EFP should remain willing for employees, particularly in SMEs, while not affecting their labour market mobility, their social security or their perquisite to trap collective action; whereas employees should therefore acquire access at everything times to information regarding the economic situation of the company, with the exception of its trade secrets and commercially sensitive information, and live informed of the advantages and disadvantages of each EFP scheme available;

    Q.  whereas fiscal incentives are key elements to promote EFP that could pay off in a medium to long term, considering that countries which acquire a long tradition of employee financial participation moreover acquire the most developed employee ownership and the highest fiscal benefits;

    R.  whereas proactive employment policies such as champion for genuine self-employment and regular and social entrepreneurship are captious tools for the reintegration of the unemployed into the labour market, in line with the European Entrepreneurship Action procedure adopted in January 2013;

    S.  whereas the current European social Fund promotes social entrepreneurship and the social and solidarity economy, and the upcoming ESF Plus should continue to accomplish so; whereas EFP can obtain a valuable contribution to the evolution of the social and solidarity economy by, for example, making investment or funding more accessible;

    T.  whereas EFP can live complementary to EU programmes aimed at improving access to capital, especially for SMEs, such as the COSME programme, the InnovFin programme, the Creative Europe programme and the European structural and investment funds;

    U.  whereas EFP could live a complementary tool to the European Globalisation Adjustment Fund which helps people who acquire lost their jobs as a result of major structural changes due to globalisation or the economic and financial juncture with respect to re-skilling, training, supporting self-employment, business start-ups and employee takeovers;

    V.  whereas EU guidelines for EFP could mitigate Member States develop frameworks for EFP schemes that could potentially lead to benefits both for employers and employees and moreover augment public awareness of EFP;

    W.  whereas information about the economic situation of the company concerned, as well as information about the attached risks, should live available to the workers concerned at everything times;

    1.  Calls on the Commission to deem preempt recommendations to cheer Member States and companies, particularly SMEs, to develop and offer EFP schemes for the profit and in the interest of both employees and companies; stresses that these schemes should:

    -  protect workers’ income safety,

    -  not exploit workers in a juncture situation,

    -  not shift entrepreneurial risk to workers,

    -  guarantee a high flat of protection for workers’ investments;

    2.  Calls on the Member States to provide non-mandatory incentives, including tax incentives that accomplish not override national taxation rules, in line with best exercise principles, when promoting employee ownership schemes among companies and employees, at the selfsame time as supporting the highest standards of social protection for employees and safeguarding their perquisite to collective action;

    3.  Underlines that EFP has to live embedded in a system of workers’ involvement, for example in company decision-making, including through workers’ representatives, and that EFP must not live a substitute for honest and decent pay, nor an alternative to public pensions or to collectively agreed pension schemes;

    4.  Calls on the Commission to implement the ‘five-point action plan’ included in the final report of the pilot project for the promotion of employee ownership and participation of 2014;

    5.  Recognises the link between legislative measures at national flat favouring EFP schemes and the number of companies and employees using them;

    6.  Highlights the transnational obstacles that are faced by both companies offering such schemes in several Member States, and employees, namely discrepancies in legislation and the risks of double taxation which may incur substantial administrative costs and impinge on the license of movement of workers, which plays an valuable role in combating the scourge of unemployment and enhancing convergence and integration among Member States;

    7.  Calls on the Commission and the Member States to raise awareness as advised in the final report of the pilot project for the promotion of employee ownership and participation from 2014, to capitalise on the findings of research projects and cheer the cross-border transferability of best practices, and to propose a set of simple, elementary and basic supportive models;

    8.  Calls on the Commission and the Member States to provide dedicated websites that would involve model profit-sharing agreements for SMEs and VSEs for ease of implementation, as well as information about attached risks and other material material; further calls on the Commission and Member States to continue collecting data on the exercise and spread of financial participation schemes, as well as to examine the impact of financial participation on the functioning of the company, the quality of its drudgery and its retention of workers, with the mitigate of the European Foundation for the Improvement of animate and Working Conditions;

    9.  Calls on the Member States and the Commission to assist companies which prove an interest in EFP with solutions and specific champion measures to avoid exorbitant administrative and evolution costs associated with implementing EFP, especially in SMEs, and to cheer outsourcing operators such as banks and investment funds to propose simple EFP schemes tailored to suit this character of company, while making confident that intermediaries accomplish not trap handicap of the smallest companies, and that there are no hidden costs;

    10.  Calls on the Commission and the Member States to promote financial education in order to empower EU citizens and raise awareness about the implications of EFP;

    11.  Calls on the Commission and the Member States to engage with social partners, employee ownership organisations and other stakeholders at the nascence of the process in order to design the most preempt EFP frameworks, and when an EFP scheme is considered relevant, to negotiate it on a ‘plant-by-plant’ basis while considering the size and character of company, its workforce and financial situation, but moreover the national legislation and practices;

    12.  Recommends negotiating employee savings schemes and tools at a branch-by-branch flat in order to provide SMEs and VSEs with touchstone agreements that can live implemented directly and conveniently by these companies;

    13.  Highlights that EFP should live open to everything employees on a non-discriminatory basis, regardless of age, gender, nationality, full-time / part-time drudgery arrangements, etc.;

    14.  Adds that differentiation between employees may live justified to meet the different needs and interests of the employees, such as restricted shares plans that are confined to executives;

    15.  Considers that ESOPs should moreover allow employees to exercise the ESOP account for other equity than that of the current employer, so as to mitigate concentration risk, particularly for SMEs;

    16.  Recalls that the determination to unite EFP schemes should live totally voluntary, significance no action should live taken against employees if they settle not to unite and when they agree, their participation should live based on preempt training and the informed consent of the employee, who is fully cognizant of his or her entitlements, obligations and risks, of the situation of the company, of the advantages and disadvantages of each scheme, of the taxation effects when joining the scheme and of the conditions which apply when he or she leaves the company or the scheme;

    17.  Considers that EFP should not supersede or diminish ordinary basic remuneration or any other contour of contribution such as social security contributions, but should live complementary to everything social and contractual rights, this being a pre-condition to implementing EFP;

    18.  Believes that more links should live developed between EFP and the social economy, especially through programmes such as Creative Europe which offer microloans up to EUR 25 000 to little companies and social businesses;

    19.  Calls on the Commission and the Member States to deem the rapid evolution and change of the labour market and the consequent challenges regarding skills, digitalisation, automation, wealth inequalities and social security cuts, and the continuous creation of fresh opportunities to champion and protect workers and enable them to adjust and develop professionally and personally;

    20.  Stresses the valuable role that EFP can play in fostering entrepreneurship and an entrepreneurial judgement set by facilitating research and access to capital, especially for start-ups;

    21.  Highlights that although micro-enterprises play an valuable role in the economy of most EU Member States, no supportive measures for employee participate ownership are implemented for them as yet;

    22.  Welcomes initiatives led by directorates-general of the Commission such as DG EMPL, FISMA and GROW supporting employment, SMEs and the capital markets union, and calls for a coordinated approach for the best exercise of available resources, remembering that the final beneficiary is the European citizen;

    23.  Instructs its President to forward this resolution to the Council and the Commission.

    (1)

    OJ L 307, 18.11.2008, p. 11.

    (2)

    OJ C 68E , 18.3.2004, p. 429.

    (3)

    OJ C 440, 30.12.2015, p. 23.

    (4)

    OJ C 482, 23.12.2016, p. 41.

    (5)

    Third European Company Survey, Eurofound, 2013.

    (6)

    Changes in remuneration and reward systems, Eurofound, 2016.

    (7)

    Annual economic survey of employee participate ownership in European countries.

    (8)

    Workplace innovation in European companies, Eurofound, 2016.


    Research and Markets: Associate ePRM Coach: a comprehensive e-learning package of 35 courses | killexams.com actual questions and Pass4sure dumps

    DUBLIN--(BUSINESS WIRE)--Dublin - Research and Markets (http://www.researchandmarkets.com/research/872786f7/associate_eprm_coa) has announced the addition of the "Associate ePRM Coach (Library of 35 courses)" training to their offering.

    The Associate ePRM Coach prepares the learners to pass the Associate PRM exam offered by PRMIA. It broadly provides scholarship on the following areas: corporate governance, compliance and risk management; integrated risk management; measurement, management and hedging of market, credit (retail and corporate) and operational risk; roles of board members and senior management in managing risk.

    The Associate Professional Risk Manager (Associate PRM) is a fresh PRMIA certificate program intended for staff entering the risk management profession, or those who interface with risk management disciplines on a regular basis, such as auditing, accounting, legal, and systems evolution personnel who want to understand fundamental risk management methods and practices. Designed to live mathematically and theoretically less circumstantial than the Professional Risk Manager (PRM) certification, the fresh program will cover the core concepts allowing non-specialists to interpret risk management information and reports, obtain captious assessments and evaluate the implications and the limitations of such results.

    Key Topics Covered:

    1. Overview of Risk Management

    2. A Primer in Corporate Risk Management

    3. A Non-Quantitative steer to Theory of Risk and Return

    4. The Role of Governance in Risk Management

    5. The PRMIA Standards of Best Practice, Conduct and Ethics

    6. The PRMIA Bylaws

    7. The PRMIA Governance Principles

    8. Introduction to financial Markets - I

    9. Introduction to financial Markets - II

    10. Interest Rate Risk Analysis

    11. Hedging Interest Rate Risk

    12. Overview of Market Risk Management

    13. Value at Risk

    14. Stress Testing, Scenarios and Other Market Risk Measures

    15. Asset Liability Management

    16. Retail Credit Risk Management

    17. Commercial Credit Risk Management

    18. Securitization

    19. Credit Modeling

    20. Credit Derivatives

    21. Operational Risk Management

    22. Performance Measures

    23. Case Study: Metallgesellschaft

    24. Case Study: Orange County

    25. Case Study: Riggs Bank

    26. Group of Thirty Derivatives Best Practices

    27. Case Study: LTCM

    28. Case Study: Continental / Penn Square

    29. Case Study: Bankgesellschaft Berlin

    30. Case Study: Credit Lyonnais

    31. Case Study: Barings

    32. Case Study: NAB F/X Options

    33. Case Study: World Com

    34. Case Study: Bankers' Trust

    35. Case Study: Daiwa

    36. Exam

    For more information visit http://www.researchandmarkets.com/research/872786f7/associate_eprm_coa



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