Mediaboss Marketing

By Kim Eun-jung

SEOUL, April 18 (Yonhap) -- Actor Park Seo-joon can't be any busier this year with appearances on big and small screens, including a sports film, a disaster blockbuster and a Marvel superhero film, attesting to his star power at home and abroad.

Beginning with sports comedy film "Dream" set to hit screens April 26, Park is awaiting the releases of his star-studded dystopian thriller "Concrete Utopia" in summer and Marvel Studios' "The Marvels," his Hollywood debut, in November.

On streaming platforms, he appeared in tvN reality show "Jinny's Kitchen," along with BTS member V and "Parasite" star Choi Woo-shik, and will perform in Netflix's new Korean-language historical drama series "Gyeongseong Creature" later this year.

Park, who starred in the hit drama series "Itaewon Class" (2020) and Oscar-winning film "Parasite" (2019), said the packed schedule is partly attributable to delayed releases of some titles. "Dream" is arriving four years after finishing its shooting due to delays amid the COVID-19 pandemic.

Actor Park Seo-joon speaks during a press conference for sports comedy film "Dream" held at Megabox COEX on April 17, 2023. (Yonhap)

"I star in works to show them to audiences and get feedback whether it's good or bad. By doing so, I sometimes reflect on myself and get compliments at other times. But I was feeling tired of not being able to show ('Dream') for a long time," the 34-year-old said in a group media interview Tuesday to promote the Korean film "Dream."

"After its release schedule was confirmed, I was relieved that it is finally coming. I feel like (Dream) is like my little brother I wish good luck."

Directed by Lee Byeong-heon, the film revolves around Yoon Hong-dae (played by Park), a football player who receives a disciplinary provision and is given the challenging job of coaching South Korea's national team for the tournament. His co-star IU plays Lee So-min, an aspiring television director who follows the team to make a documentary.

To play the professional athlete, Park intensified his training program to enhance strength and flexibility.

"Spending much time with the ball was important. Aside from training ball handling skills, I ran more than usual and intensified training of my lower body and core to prepare myself physically," he said.

When asked whether Tottenham Hotspur star Son Heung-min, known as his close friend, gave him any useful tips, Park said he is not at the level where he can learn from the world-class player's know-how through words.

"When you want to learn soccer or anything, it's important to watch a lot. You need to do a lot of image training and check your shooting movements," he said. "I tried to stay at the stadium a lot to create similar images."

The poster of sports comedy film "Dream" is seen in this photo provided by its production company Plus M Entertainment. (PHOTO NOT FOR SALE) (Yonhap)

Park described Hong-dae as a soccer player who faces limitations in his career despite desperate efforts and has trouble in expressing his emotions.

Believing small details can make a difference, the actor tried to read between the lines and set the right tone, speed and breathing of his speaking style in the film.

"My approach to a character is always the same. I read the script to understand the setting and situation and try to fill in the blanks," he said.

What has been his prime motivation in life and a successful career in the competitive entertainment business?

Doing best in whatever circumstances has been his mantra and a way of life since his debut in 2012, the actor answered.

"I often delay decisions till the last moment, but once I take roles, I do my best under given circumstances. I do that partly because of my personality and to protect myself. Otherwise, I would face an emotional breakdown," he said. "At some point, it has become my driving force and became part of myself."

ejkim@yna.co.kr(END)

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Actor Park Seo-joon gets his plate full this year - Yonhap News Agency

The human stomach, consists of four different layers: the mucosa, the submucosa, the muscularis externa and the serosa. Three different layers form the mucosa: the surface epithelium (containing gastric pits and gastric glands), the lamina propria, and the muscularis mucosae. The muscularis ext. consists of a longitudinal external muscle layer, a circular middle muscle layer and an oblique internal muscle layer [1, 2].

Different pathologies (gastric ulcer, inflammation, malignancies, trauma) can lead to gastric perforation. This indication can lead to a life-threatening disease and therefore requires a quick and efficient treatment.

The treatment of a stomach perforation is done either by an open or laparoscopic surgery whereat the muscularis externa is closed by sewing and the mucosa remains untouched (Fig.1) [3].

Differentiation of non-sewing and sewing layer of a porcine stomach wall. As shown, the muscularis ext., covered with serosa (=layer that is sewed; black arrow) can be distinguished from the mucosa (layer not sewed; orange arrow)

Primary closure by interrupted sutures, closure by interrupted sutures covered with a pedicled omentum on top of the repair (Cellan-Jones repair) and plugging the perforation with a free omental plug (Graham patch) are the most common techniques [4].

Those surgical techniques require much training and patient`s safety during surgeries is highly dependent on the surgeons skills [5, 6] showed that even a one-day surgical-skill training course for medical students improved their surgical skills. Moreover, simulation-based training is beneficial in, for instance training laparoscopic surgery [7].

However, surgical training in humans has a number of restrictions such as patient safety issues, ethical and economic considerations or lack of exposure to specific surgical procedures [8,9,10,11,12].

Instead, animal tissue is often used in research and education, especially if there are no sufficient non-cadaveric training models on the market. So far, surgeons are still using porcine stomachs for training gastric perforation surgery. The digestive system and, the structure of the stomach wall of pigs is similar to all other monogastric mammals. Therefore, the stomach of a pig has a similar structure and function as a human stomach. Additionally, porcine stomachs are usually easily available and of low-costs [13].

The use of animal tissue has also many disadvantages and limitations, for example the short time frame where the tissue is usable and the need for the required infrastructure (cooling capabilities, wet areas), [14,15,16,17,18,19]. Furthermore, ethical aspects are still a compelling reason for using artificial training models instead of biological organs or tissue [20, 21].

Therefore, artificial models similar to biological tissue are desirable substitutes for real biological tissues and organs for applications in research, medical training, and teaching. However, accurately mimicking the mechanical and haptic properties of a tissue or an organ is a challenge. In order to mimic soft tissue, potential materials include soft compliant substances such as silicones, gelatine, or hydrogels [22].

Many different silicones are available on the market, providing a variety of flexibility and strength. To combine the advantages of a long lifetime, realistic mechanical properties, similar haptic conditions and a good working environment, a silicone training model could be a good surrogate [23]. It was already shown in [24] and [25] that silicone models cast in 3d printed moulds improve the skill level of surgeons when used in surgical training.

Within this study, a set of artificial silicone models of a stomach wall with realistic mechanical and haptic properties is developed to be used in training of gastric surgery. To support the open-source notion, the models should be easy to manufacture and cheap to copy.

The silicone models are compared with fresh porcine stomach wall in terms of needle penetration force characteristics in a mechanical test setup. Additionally, a systematic haptic comparison, including appearance and piercing- and tear out forces was performed. Similar investigations for testing artificial tissue have already been able to achieve some results, such as in [26,27,28].

Read more:
A mechanically validated open-source silicone model for the training ... - BMC Medical Education

Olivier Le Moal/stock.adobe.com

Digital transformation continues to be a business priority in 2023 and beyond. According to Boston Consulting Group, 80% of business leaders plan to accelerate their digital transformation programs.

The challenge is that many transformations aren't initially successful. According to Boston Consulting Group, only 30% of transformations are initially successful.

Why?

One of the top contributors is skills and talent development needed to support transformation.

There is a tremendous digital skills gap that is hindering success. According to a study by Salesforce, only 29% of professionals in the US are "very equipped" with resources to learn digital skills, and only 29% are very actively learning digital. Two-thirds of respondents said they are not prepared for the social media skills needed in the workplace over the next 5 years. McKinsey also reports that 87% of companies have or will have a skill gap in the next few years.

So how can businesses increase their digital transformation success rate and grow the skills of their teams? The easy answer is to send them to trainingbut training alone isn't enough. A comprehensive upskilling program is needed to drive the success of your digital transformation, and you can create one in nine easy steps.

When looking at your organizational goals for digital, establish the skill sets needed to be successful. For example, if you'd like to create a digital-first marketing organization, the team will need skills in digital marketing strategy, digital analytics, customer journeys, content optimization, and specific channel training like SEO, digital media, social media, and more.

The skills needed will vary based on roles within the organization. For example, a senior leader needs a strategic understanding and the ability to prioritize, whereas executional marketers need more detailed knowledge to support the execution of the plans.

The starting point is to understand the skill gap that you currently have. Many professionals overestimate their digital skills in self-assessments because they don't know what they don't know. The skill gap assessment can be based on surveys, consultations, or gaps in performance.

Determine the skill gaps that need to be closed and how they are prioritized. Most digital transformations take years to complete, and continuous training is an ongoing process. You don't need to do everything at once. Determine the priorities in closing the gaps.

Level-set knowledge and training are vital to the success of digital transformation. The organization needs to be on the same page and speak the same language. A base level of digital literacy and fluency is required for all roles.

This training can be executed through a self-paced online training or certification program. Alternatively, businesses can create a digital boot camp for employees to attend to get everyone on the same page.

It is sometimes easy to view training as one-and-done. You execute the training and check it off your list. One-time training is rarely enough to improve digital skills sufficiently. Once the level-set training is complete, the organization should have a plan to improve mastery or fluency in specific areas. For example, a content optimization workshop can improve digital content, or a customer journey workshop can define the journey from the customer's perspective.

Continuous digital skill development touchpoints are needed to continue to meet the dynamic digital skills needed.

In addition to broad training, there are also specific audiences that will need specialized training and skill development programs. For example, senior executives and leaders need to drive the change. They should have a customized program that could include 1:1 coaching or executive digital programs.

Additionally, digital experts and advocates in the organization should be identified and fostered. Create specific training to advance their skills and ability to champion digital.

Digital is always evolving and growing and there is much to learn. A culture of continuous learning and curiosity will be better positioned to keep pace with changes.

Establish touchpoints to drive continuous learning. This could be through open-enrollment training opportunities, webinars, email newsletters, internal discussion forums, or discussions at meetings. The important outcome is to keep digital top-of-mind and continue to learn.

When possible, incorporate rewards into the development program. This could be as simple as swag or incentives for completing training or include gamification like leaderboards or point systems.

Reward employees to encourage the behavior you want to see.

In addition to rewards, recognition both formal and informal can go a long way in driving behavior. Establish formal recognition by integrating it into existing communication channels. For example highlight best-in-class executions in internal newsletters. Give out digital awards at company-wide meetings.

Also, encourage leadership to provide informal recognition. For example, a congratulatory email to a team member who achieved certification, or a round of applause at a team meeting for those who met the target on time.

Recognition is associated with higher completion rates for training programs and also shows that digital is a priority for the organization.

Finally, measure your success. To maintain support and justify your investment, be sure to measure your success along the way. Success should be measured in terms of both activities completed (e.g., 80% of marketers were certified) and outcomes (e.g., 70% of marketers reported campaign improvements by applying what they learned.

Measure your success and report it frequently to leadership to stay top-of-mind, justify the investment, and showcase the impact of upskilling.

Keep in mind that digital upskilling is a continuous process. Digital is always changing and evolving, so organizations need to build continuous learning programs to meet their current and future needs.

Read more from the original source:
Nine Steps To Build a Comprehensive Digital Transformation Up-skilling and Training Program - Newsweek

PRESS RELEASE

Published April 19, 2023

Event Rental Systems, a leading provider of party rental software for the party and event rental industries, has been named the #1 software provider by industry experts and customers alike. The company's advanced software, combined with its exceptional customer support and marketing services, has set it apart as the top choice for rental businesses of all sizes.

The Event Rental Systems software is a complete rental management solution that streamlines the entire rental process, from managing inventory to billing customers. The party rental software's advanced features include real-time inventory tracking, online reservations, payment processing, and scheduling deliveries. It also allows businesses to create custom contracts, invoices, and quotes that can be sent to customers with ease.

"We are thrilled to be recognized as the top software provider in the party rental industry," Event Rental Systems CEO Rob Weinstein said. "Our team has worked hard to develop a party rental software solution that meets the unique needs of rental businesses, and we are proud to see that our efforts are paying off."

In addition to its software, Event Rental Systems offers a range of marketing services designed to help rental businesses grow and succeed. These services include website design and development, search engine optimization (SEO), pay-per-click advertising, and social media advertising. The company's marketing team works closely with each customer to develop a customized marketing strategy that fits their unique needs and budget.

"We understand that marketing can be a challenge for rental businesses, which is why we offer a range of marketing services to our customers," Marketing Director Dustin Sartoris said. "Our goal is to help businesses attract new customers, retain existing ones, and ultimately grow their bottom line."

Event Rental Systems' commitment to exceptional customer service has also been a major factor in its success. The company's customer support team is available five days per week to answer questions and provide assistance, and its software is backed by a team of experienced developers who are constantly working to improve and enhance its features. ERS also offers an extensive digital knowledge base, including training videos and other guides, to ensure its customer base has the opportunity to continue learning the party rental software.

"We believe that our customers' success is our success, which is why we go above and beyond to provide exceptional customer service," Weinstein said. "Our team is dedicated to helping rental businesses succeed, and we are always here to provide the support they need, whether thats initial party rental software training, creating inventory, tracking delivery routes, or providing our 5-star-rated digital marketing services."

The company's commitment to customer satisfaction is reflected in the positive online reviews it receives from customers. Event Rental Systems' software has been praised for its ease of use, comprehensive features, and exceptional customer service.

A verified user on GetApp gave the ERS customer support staff 5-stars and said, Customer service is excellent and they do their best to try to accommodate requests. Lots of options to customize and make work for your business.

David K. rated the value for money, ease of use, features, and customer support 5-stars, and said, The ease of use and the number of options for personalizing the system to meet my needs is very important to me. In addition the support provided by the ERS staff is exceptional.

"We are incredibly proud of the feedback we have received from our customers," Weinstein said. "Their success is our top priority, and we are grateful for the opportunity to help them grow and thrive."

For more information about Event Rental Systems and its party rental software and marketing services, visit eventrentalsystems.com to learn more about features and to schedule a demo. The company maintains a presence on Facebook and YouTube.

###

For more information about Event Rental Systems, Inc, contact the company here:

Event Rental Systems, IncRob Weinstein505-435-9731[emailprotected] Event Rental Systems, Inc8814 Horizon Blvd Suite 300Albuquerque, NM 87114

Press Advantage is a Full-Service Press Release distribution service. Learn more at PressAdvantage.com

Excerpt from:
Event Rental Systems Named the #1 Party Rental Software Provider ... - Digital Journal

recruiting and retaining employees.Pexels

The Employment Summary, more commonly known as the monthly jobs report, is a highly anticipated economic indicator. Compiled from two key surveys the household survey and the establishment survey the report, issued by the U.S. Bureau of Labor Statistics , provides the unemployment rate and the monthly change in nonfarm payrolls, as well as average earnings and hours worked. While both surveys complete the full picture, the data from the household survey of approximately 60,000 households look at employment status by race, gender, age, education, veteran status, disability status and several other categories.

As a Social Security-authorized Employment Network (EN), Allsup Employment Services (AES) is especially focused on the key takeaways from these and other important federal and state reports that relate to people with disabilities in the workforce.

Skills Gap Concerns Employers

While many concur the unemployment rate is generally trending in the right direction, and jobs are being added in various sectors, such as leisure and hospitality, retail trade, government and healthcare, a new concern has arisen. And that is the skills gap within organizations. According to a McKinsey report, lack of career development and advancement is the top reason for leaving a job. Eighty-seven percent of organizations "know they have a skills gap or will have one within the next few years." But in a study by PWC, only 40% of employees say their company is upskilling, and only 26% said their employer is automating or enhancing work through technology.

These findings signal the urgency for companies to reshape their workforce learning strategy to narrow the skills gap. The digital transformation, fueled even more by the pandemic, has impacted every sector requiring workers to learn new digital skills. These may include basic skills such as data handling and entry, online research and email/instant messaging, as well as more advanced skills, such as search engine optimization, data analysis, web development and programming.

The bottom line is that there simply arent enough well-trained or skilled workers to meet the capabilities an organization needs to be competitive. To address this issue, companies are rethinking their approach to both recruiting and retaining employees and would be wise to increase their upskilling and reskilling programs and retention strategies to retain talent.

Narrow Skills Gap With New Hiring Strategies

What should companies do to address this concern? When recruiting and hiring, consider these steps:

The National Governors Association, in its 2020 report Reimagining Workforce Policy in the Age of Disruption, explains that a truly resilient workforce requires vigilant protection of vulnerable workers, which can include those with disabilities. "Communities must target innovative, accessible, high-quality education and training and comprehensive support to these populations."

Support Employees With Commitment To Learning

But its more than just hiring people with certain skills. There needs to be a concerted effort to provide ongoing training and professional development opportunities. To compete and narrow that skills gap, businesses need to:

Employment Networks Add Value

As an EN, AES helps people with disabilities return to work through Social Securitys Ticket to Work Program (TTW). A common concern among those going back to work after a lengthy absence due to a disability or serious illness relates to their skill level. Many individuals have been out of the workforce for several months or even years. Will they have the skills to do whats required for a job they once had? Or will they need to learn new skills or acquire certifications to perform well in another position at a new company?

Employment Networks and other service providers are vitally important not only in career planning and counseling or job search and placement but also for training opportunities. ENs can provide access to specialized training that is disability-friendly which can help ready people for work and narrow the skills gap.

Understanding the requirements of a job is the first step in determining what skills or additional training individuals need to be successful. AES case managers, working closely with clients, can help assess the job requirements and identify suitable training, skills development programs or necessary certifications.

I have over 30 years of experience in medical management, vocational rehabilitation, and placement services through a variety of roles in managed care, disability, and insurance organizations. As Director of Allsup Employment Services (AES), a national SSA-authorized Employment Network (EN), I oversee AES experts providing specialized help to people with disabilities who are returning to work through the Social Security Administrations Ticket to Work (TTW) program. Prior to taking this role, I was Director of Vocational Rehabilitation Services for AES, whose services include career planning, benefits counseling, ongoing employment support, and employment retention services. I hold a bachelors degree in rehabilitation and a masters degree in psychiatric rehabilitation/general counseling from the School of Health Sciences at Springfield College in Springfield, Massachusetts.

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Employers Stuck With A Skills Gap? Its Time To Reimagine Workplace Learning - Forbes