The long term focus has been responsible durisdictions, but the transition to a broader industry production range of heritage elements, just too easily lends itself to innovative non-communication.
Innovation/intellectual property which can too easily support old systems, within growth opportunities.
So the main drive needs to encompass closing skill groupings (skill panics), with transferable pooled skill bases (investors in people), whilst also transitioning to fixed contract deliveries (career development parralleled with directed skill diversifications), that are assessed at the end as much as fulfilling requirements at the beginning (hopefully throughout, but depending on contracts).
What is the nature of professional credibility (Qualified/Qualified), when it comes down to integrity and community directionality?!? (VERY IMPORTANT QUESTION FOR US)
Innovation/intellectual property which can too easily support old systems, within growth opportunities.
So the main drive needs to encompass closing skill groupings (skill panics), with transferable pooled skill bases (investors in people), whilst also transitioning to fixed contract deliveries (career development parralleled with directed skill diversifications), that are assessed at the end as much as fulfilling requirements at the beginning (hopefully throughout, but depending on contracts).
What is the nature of professional credibility (Qualified/Qualified), when it comes down to integrity and community directionality?!? (VERY IMPORTANT QUESTION FOR US)