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Vjeran Piršić, Eko Kvarner: The future of Croatian tourism lies in sustainable tourism where natural resources would be primarily respected, but also the natural possibilities of a certain environment

first_imgWhen asked how and where he sees the future of Croatian tourism, Piršić answers: “The future of Croatian tourism definitely lies in sustainable tourism, where natural resources would be primarily respected, but also the natural possibilities of a certain environment. But sustainable tourism alone is not enough. It is very important that we carry out the same tourism in a responsible way. That sustainable tourism does not work without responsible tourism can be best seen in the example of a Croatian eco-friendly resort that relied on renewable energy sources and environmental products in its business, but strictly forbade local events in its vicinity, which allowed tourists literally forced to spend within the resort”Says Pirsic.Piršić adds that he does not see the future in large resorts, but in changes in the current structure and change of roles in the tourism industry: “The ideal solution for sustainable and responsible tourism is private accommodation where tasteless apartments would turn into small hotels, renters become hosts and tourists guests. Through this type of accommodation, guests would be offered a bed and breakfast consisting of indigenous products, renewable energy sources would be used, and at the same time greater flexibility of hotel opening would be achieved throughout the year. “When asked if he thinks that Croatian tourism has the potential to offer its guests year-round facilities, Piršić answered with a dose of skepticism: “Private accommodation and small hotels are definitely the right way to expand the tourist season. However, a number of limiting factors should not be neglected, such as the climatic conditions in Kvarner, due to which our areas are abundant with rainfall from the beginning of November, then the beginning of the school year, which narrows the possibility of longer trips for many families. offer to guests”Concludes Piršić and adds that we are only 600 kilometers away from major centers such as Milan, Vienna and Munich, and sees weekend tourism as a realistic option on which to rest year-round tourism in our country.Source: Teklic.hr Encouraged by recent media reports, about the “cracking of tourism at the seams” in some tourist destinations, where mayors literally appeal to tourists to return in the fall or some other time of year due to congestion and large crowds, as well as their own experience where we are literally on the way to a resort stuck in a multi-hour, endless column of cars, and at the destination walking from terrace to terrace looking for a free chair, we decided to examine whether this kind of tourism has prospects for survival and what can be done in terms of long-term existence of Croatian tourism.Perhaps the answer to these questions lies in the following terms: responsible and sustainable tourism.A colleague from the Teklic.hr portal talked about this issue with a well-known Croatian ecologist, the president of the Eko Kvarner association, Vjeran Piršić, who points out large-scale tourism as a fundamental problem of Croatian tourism. “Today, large numbers of tourism are present in Croatia, which seems to be a likely path to ruin. There are two reasons for this – tourism in large numbers often leads to the devastation of destinations, and a picturesque example of this are Plitvice Lakes, where obviously all of us, due to congestion, this pearl turns from a national park into an ordinary park. The second reason is the “crowding” of tourist destinations, which in turn leads to a complete blockade of certain destinations at the peak of the season, as is the case in Dubrovnik burdened with cruising tourism or some smaller areas where the municipality of two thousand inhabitants the path to resource destruction, but also to demographic disruption, in the sense of facing a constant shortage of manpower”, Pirsic points out. Photo: Facebooklast_img read more

Governor Wolf Directs State Planning Board To Tackle 3 Issues

first_img Government That Works,  Infrastructure,  The Blog Governor Wolf tasked the State Planning Board to tackle three issues he has identified as important to the future needs of Pennsylvania. Those include funding transportation, addressing fragmentation in local government and how that affects school funding, and supporting Pennsylvania’s struggling older cities and towns.What is the State Planning Board?The State Planning Board, which was first established in 1929, was reconstituted by Act 41 of 1989, as an advisory board within the Governor’s Office entrusted with the following powers and duties:Study social, economic, physical, demographic, and other factors that may influence the present and future welfare of the commonwealth.Monitor nation and state trends, identify issues of potential interest and concern to the commonwealth and prepare annual reports for the governor and the General Assembly.Develop strategic plans and programs to promote and enhance the welfare of the commonwealth and make recommendations to the governor.Solicit information and input from state and local government officials and private citizens in Pennsylvania.What are the specifics of Governor Wolf’s directive to the board?Governor Wolf has requested consensus recommendations for state policies and actions, including possible legislation, in three broad areas:How can state and local infrastructure funding be better coordinated to provide incentives for regional planning, coordination between local units, right-sizing of services, and increased efficiency?How does the fragmentation of government at the state, county and local level affect decision-making on issues such as school funding? Pennsylvania has over 5,000 governmental units, each of which has authority for specific functions. How does this decentralization of planning affect outcomes and are there policy suggestions which could remedy problems or inefficiencies which are identified?How can the state do more to support Pennsylvania’s struggling older cities and towns? Identify policies, including tax policies, which contribute to the divide between urban and suburban areas, and to the twin challenges of concentrated poverty and sprawl.   SHARE  TWEET Governor Wolf Directs State Planning Board To Tackle 3 Issues July 08, 2016 By Sarah Galbally, Secretary of Policy & Planning Like Governor Tom Wolf on Facebook: Facebook.com/GovernorWolf SHARE Email Facebook Twitterlast_img read more

ExxonMobil supports New Era Ent/Mohamed’s Enterprise Futsal Tournament

first_img… Tournament opens tonight at MSC Hard CourtTHE fourth annual New Era Entertainment/Mohamed’s Enterprise Futsal tournament will kick off tonight at the Mackenzie Sports Club (MSC) hard court in Linden with six games from 21:30 hrs.Following a march-past of the 26 participating teams, Customs will take on Russians, followed by West Side Ballers against Hard Ball, Plantain All-Stars versus Bosai. Amelia’s Ward will battle Nut Man All-Stars, High Rollers will square-off with Redline and in the night’s final game, NK’s Ballers face East Side Jammers.The winning team, after the conclusion of the tournament on December 26, will take home $500 000, second-placers $150 000, third-place finishers $50 000. Fourth-placers, however, will have to settle for a trophy.Meanwhile, yesterday, ExxonMobil became the latest sponsor for Linden’s premier Futsal tournament, when they handed a cheque for an undisclosed amount to the organisers.last_img read more

Dont Call It a Comeback The Benefits of Taking Back Boomerang Employees

first_imgTen or twenty years ago, most companies would not want to re-hire an employee who had voluntarily left their organization. The company would have likely considered the employee disloyal. Career counselors would have advised the employee not to go back, for fear there would be a target on his or her back, and that he or she would be the first employee let go if there were ever cutbacks.Oh, how times have changed!Now, boomerang employees are widely considered to have one of the highest returns on recruiting investment an employer can ask for.The cost to re-hire a boomerang employee has been reported to be 1/3 to 2/3 the cost of hiring a “new” employee. Little time or effort must be invested in getting to know the candidate, and boomerangs can be valuable to an organization because they already understand the company culture, they have a history with the business, and they bring a fresh new perspective gained from outside.During their absence, there is a good chance boomerangs have learned new skills and strategies in a different setting. They are also likely to have made new connections and expanded their network.Many large companies and consulting firms (HP, McKinsey, Deloitte, and Booz Allen, to name a few) now have alumni groups and recruiting teams dedicated to hiring “comeback kids”, but it’s also important for startups and expansion stage companies to keep in touch with top employees who left for a chance to try something new or what they thought were greener pastures.Although I’ve already outlined a few of the reasons for hiring boomerangs, I came across a great article on ERE which outlines more reasons why it makes sense for companies to develop a formal effort to re-recruit previous top performers. Some of them include:Fast hire. I’ve mentioned the hiring speed and lower cost already, and although these should not be the main reasons to re-hire someone, they offer an opportunity to hire a top person quickly.Known skills. Since you have experience working with this employee, you already know their strengths, their weaknesses, and what skills and competencies you are obtaining with their hiring.Up to speed quickly. A boomerang employee already knows the company and its culture, and is likely to get up to speed faster than a new hire who would have to learn a new set of politics, culture, and processes.Low failure rate. They have a lower chance of failing because they have already adapted to the culture, and you already know their performance capabilities and ability to produce results.Browngrassers. After seeing the “color of the grass” on the other side, many of these employees will actually stay with your company longer the second time around because they have a greater appreciation for the company after having experienced somewhere else. The added benefit is that it can actually help with employee retention efforts because these employees can tell stories to others about life on the outside.Competitive intelligence. Boomerangs can provide competitive intelligence, new ideas, and a fresh perspective from their most recent company.A chain reaction. They occasionally bring other past employees back with them when they return, especially when the message spreads that your company is welcoming to those who have left.PR value. A high return rate might improve your company’s image and secure good PR in the industry and community.Even if the employees you target to re-hire do notreturn, there are added benefits to maintaining relationships with these previous top performers. They include an increased probability that they will:Refer other strong employees to your company.Refer potential customers.Build strategic alliances with their new company.Generally maintain a stronger relationship and speak more positively about their experience with your company.Full disclosure: I am a boomerang employee at OpenView. I left for four months to join a local startup and the experience, although short, was invaluable. While I would not want anyone at OpenView to follow in my footsteps and leave the firm for any period of time, I learned a lot and made some great contacts during my time away. I came back to OpenView in April with a fresh perspective, and am thrilled to be back. I should also note that I’m not the first boomerang at OpenView. Ori Yankelev, whom I worked with from 2009-2010, also rejoined the firm during my absence.Brian Zimmerman wrote a blog about how to react when one of your employees decides to leave for a new opportunity. If you handle the situation professionally and maintain your relationship with the employee, you may just find them back in your office sooner than you think! Editor’s Note: For more advice on recruiting, employee retention, and much more , sign up for the OpenView newsletter.AddThis Sharing ButtonsShare to FacebookFacebookShare to TwitterTwitterShare to PrintPrintShare to EmailEmailShare to MoreAddThislast_img read more