New Year 2020 stickers WhatsApp, Facebook Messenger : How to download

 Apart from the celebrations socially, the people too wish their friends, relatives and others via social media platforms

WhatsApp New Year 2020 Sticker: The year 2020 is set to arrive in just a few hours from now. People across the globe will celebrate the New Year day with great enthusiasm. Apart from the celebrations, people wish their friends, relatives and others via social media platforms (like WhatsApp, Facebook, Instagram, Telegram, Hike and others) using various stickers, images, quotes, status, pics, gif etc. Sending images, gif, stickers to others is more creative and colourful than writing messages or posting a status.

Know how to download WhatsApp stickers-

Facebook-owned messaging app ‘WhatsApp’ is one of the most known worldwide with more than 600 million users. The chat app often comes with particular stickers, gif, images for its users on special occasions.  People who are using the chat app on Android devices can easily download the New Year sticker by clicking on the ‘Google Play Store’. On ‘Google Play Store’ the user needs to type WAStickerApps Happy New Year Stickers, New Year Stickers for WhatsApp, Happy New year stickers, new year WhatsApp stickers, New Year Stickers for WhatsApp 2020, All Stickers for WhatsApp 2000+, Happy New Year 2020 stickers, New Year GIF 2020, and others.

All the above-mentioned are third party apps. Therefore, one needs to go through the reviews and developer before downloading the apps. However,  one using iPhone can’t download these third-party applications.

Know how to download stickers on Facebook-

Facebook, one of the most widely used social media platform globally too let the users wish their friends, family, relatives etc with various stickers of the new year. However, the users need to go through the following process –

(1) One needs to open ‘Facebook Messenger’ on their smartphone.

(2) After opening the ‘Facebook Messenger’, the user needs to open a chat.

(3) Click on smiley-button and search the stickers for New Year 2020.

(4) After this, the New Year stickers will be added.

6 Things Today's Learning Managers Should Do

If Learning and Development departments don't adapt to an ever-changing workplace, the task of training employees will only get harder. Here's what the role of today's learning managers should look like.

How The Role Of Learning Managers Is Changing

In the past few decades, the world has changed in such radical ways that it’s barely recognizable. Meanwhile, certain elements in the world of training and development have been set in their ways to the detriment of businesses and the employees within them.

From the Industrial Revolution until the end of the Second World War¹ staff training focused on upskilling workers in the midst of rapid social and economic upheaval. Through the later part of the 20th century², the Learning and Development industry focused on dealing with the challenges of high unemployment and increasing globalization. Since 1990³, the birth of eLearning and the rise of online learning in general changed the game for Learning and Development.

The possibilities that arose changed the nature of employee development and in ways that learning managers couldn’t predict and are still trying to come to terms with. Outside of the training industry, the employees themselves changed, further compounding the challenge.

The workers of today demand instant information in manageable pieces – not lengthy training units. The traditional methods of training no longer meet their needs and they are proving more and more ineffective. According to Josh Bersin⁴, “84% of business leaders cite the ‘need for improved organizational learning’ as a top priority, and 44% say it’s urgent… there is something more fundamental going on — a need to totally rethink corporate Learning and Development, to shift the focus to design thinking and the employee experience”.

The time has come to re-examine the role of the Learning and Development department and rebuild it in a better, stronger form. So what should today’s training managers aim to do?

1. Change Behavior

Imparting knowledge is an important function of Learning and Development, but it’s only the first step in a much longer journey. Knowing a process is not the same as embedding it in your daily work. It’s up to training managers to help the learners apply what they learn and live the values that are important to the organization. It’s these values that inform every aspect of their jobs, so even if they have gaps in their knowledge, their overall behavior will drive the business in the right direction.

2. Focus On Learner Experience

No matter how thorough and comprehensive the training content, if the learners don’t enjoy it, it won’t have the desired effect. If you’re aiming to change behavior, you can’t afford to create a negative association with the training program. At the very least, the learning platform should be easily accessible from any device. “Don’t Make Me Think” is the central tenet of user experience. Every time you ignore this rule, you increase the chances that your learners will switch off without completing their training.

3. Create Opportunities For Collaboration

There will always be a time for solitary learning, but it’s not the be-all and end-all of training. Employees learn as much, if not more, from each other than from a formal training unit. According to Mary Slaughter⁵, Chief People Officer at North Highland Company, “Today corporate learning is less about developing and conveying content and more about enabling people to adapt, contribute, and excel throughout their careers”. With a social Learning Management System. learning managers can create an environment that lets people bounce ideas off each other. This doesn’t just create opportunities for innovation, it gives these employees a chance to improve their communication, team work and leadership skills. These skills are difficult to learn in any other way and are immensely valuable to the business.

4. Make It Relevant To Each Individual

If your learners have to sit through training modules that have no relevance to their jobs, they’ll quickly lose interest in the training program entirely. As technology advances, new doors are opening that can create adaptive learning experiences. Identifying and exploiting these opportunities is part of the role of today’s Learning and Development professionals. Instead of creating one unit with a predefined contents list, learning managers will need to focus on creating smaller units that function independently of each other. This removes the need to trawl through irrelevant content looking for the proverbial needle in the haystack. The switch to microlearning also makes the content easier to absorb and retain.

5. Recognize Individual Efforts

Besides tailoring the training content with a more adaptive learning approach, it’s also important to give credit where it’s due. If you’ve succeeded in creating a more collaborative learning program, the learners need to know that their contribution matters. Gamification has become a ubiquitous UX feature and one of the key game mechanics is the ability to earn status. If your learners can earn points for contributing to specific discussion boards, they can identify themselves as experts in that topic. They can then be assigned the role of expert within the Learning Management System, meaning they are recognized for their expertise and they can be easily found by other learners with questions.

6. Capture Intellectual Capital

Employees today switch jobs more regularly⁶ than they used to. This is a challenge for businesses, but it’s an opportunity for Learning and Development departments. It gives them the chance to capture knowledge from a greater number of employees and incorporate it into the company’s intellectual capital. A social learning platform is the ideal environment for employees to share their own knowledge. Having social features in the Learning Management System lets you take advantage of informal learning which makes up the largest part of all work-based learning. It’s up to learning managers to facilitate this knowledge sharing and use the information to augment their existing content.

Final Word

Ultimately, the role of today’s Learning and Development professionals is to engage employees with their training by whatever means necessary. Giving them a sense of ownership is the only way to get their buy-in and build a training program that works for everyone. With more efficient and effective processes in place, these employees can realize their true potential and the entire organization can profit as a result. If learning managers can do that, they can finally be recognized as the true saviors of the organization!

Thank you.

Telecom operators hike mobile tariffs, data tariffs by upto 42 per cent

Vodafone Idea hikes tariffs by an average of 20 per cent; Bharti Airtel raises tariffs by 42 per cent; Reliance Jio hikes rates by upto 40 per cent

In an attempt to tide over the crisis in telecom sector, incumbent operators Vodafone Idea (VIL) and Bharti Airtel hiked mobile tariffs by up to 42 per cent, effective December 3.

VIL, which posted its highest-ever net loss for a corporate in the country, hiked mobile tariffs by an average 20-30 per cent for its pre-paid services. In certain data schemes, the tariff increases were as high as 42 per cent.

The company has launched 16 new plans with various validities (2, 28, 84 and 365 days) and prices (ranging from Rs 49 to Rs 2,399), in an attempt to mitigate losses from Adjusted Gross Revenue (AGR) payout.

Earlier on November 18, Vodafone Idea had stated “acute financial stress” in the sector that required it to hike tariffs from December.

For the second quarter ended September 30, VIL posted a consolidated net loss of Rs 50,921.9 crore, impacted mainly by AGR provisions, the highest-ever for a corporate in India. For the comparable year-ago quarter, the country’s second-largest company by subscribers posted a net loss of Rs 4,973.8 crore.

VIL had provisioned Rs 25,677.9 crore for AGR payments, which is estimated to be about Rs 44,150 crore. This includes an estimated license fee of Rs 27,610 crore and Spectrum Usage Charges (SUC) of Rs 16,540 crore (with penalty and interest) for up to September 30.

Read the story: Airtel, Vodafone Idea to hike tariffs to hike tariffs from December 1

Bharti Airtel

Bharti Airtel also hiked tariffs by up to 42 per cent, with effect from December 3, by launching a slew of new schemes.

Airtel’s new plans represent tariff increases in the range of 50 paise per day to Rs 2.85 per day and offer generous data and calling benefits, the company said in a statement.

Shashwat Sharma, Chief Marketing Officer at Bharti Airtel said: “Our new mobile plans offer tremendous value to our customers and are backed by a superior network experience on Airtel’s nationwide 4G network. Airtel will continue to make large investments in emerging technologies and digital platforms to deliver world-class experiences to our customers”.

India has a mobile user base of 1.17 billion (TRAI September figures), of which nearly 98 per cent of the subscribers are on pre-paid tariffs.
Read: Bharti Airtel seeks to raise $3 billion to fund AGR dues

Reliance Jio

On its part, Mukesh Ambani-controlled Reliance Jio Infocomm (RJio) has launched new all-in-one plans, effectively increasing tariffs by upto 40 per cent. The hike is effective December 6, RJio said in a statement.
The plans would provide 300 per cent more benefits to users, it said, without providing specifics of the plans.

RJio will continue to work with the Government on the consultation process for revision of telecom tariffs and looks forward to participation from all other stakeholders, it added.

According to industry experts, operators had to increase tariffs so as increase ARPUs by at least 25 per cent to tide over the present crisis.

Thank you