Purdue-crops-field-day-previewThe upcoming Purdue Extension annual Crops Field Day has a lineup that is very relevant for farmers trying to manage through the many challenges of the 2019 crop year. The September 5th field day will touch on the weather and the markets. State climatologist Beth Hall will provide a weather update right near the start of the day, and right after lunch there is a presentation on commodity marketing.Purdue has been very active looking for disease in the crops, and Andrew Westfall, White County Purdue Extension director, says the very latest will be shared with attendees.“We’ll have our new Purdue Extension field crops pathologist Darcy Telenko there to talk about some of the field crop diseases she’s been seeing and that people should keep an eye out for,” he said. “Something that’s always relevant but maybe more so after this last spring we had, we’re going to have a few of the superintendents from other Purdue ag centers talk about their experiences they’ve had recently investing in drainage and field tile at their fields.”Safety is always an element of this event, according to Westfall, “and I think we’ll have a pretty relevant one at this field day. A couple of our safety specialists, Bill Field and Mike Manning will be talking about things to look out for in terms of handling and storing immature crops, which may be an issue this coming fall with such late planting that we had.”There are learning stations for hemp production and UAVs too, and there will be celebrations of Purdue University’s “150 Years of Giant Leaps” and “70 Years of Agronomic Progress at the Agronomy Farm.”The field day is free, open to the public and sponsored by the Indiana Soybean Alliance and Indiana Corn Marketing Council. It will be at the Beck Agricultural Center at the Agronomy Center for Research and Education, 4540 U.S. 52 West in West Lafayette. Those attending must register online at bit.ly/2019CropsFieldDay.The Crops Field Day schedule:Check-in at 7:30 a.m. (EDT) and conclude at 1:30 p.m. The day’s program is as follows:* 8 a.m. – Welcome from Jason Henderson, director of Purdue Extension and associate dean of agriculture, and Karen Plaut, the Glenn W. Sample Dean of Purdue’s College of Agriculture.* 8:15 a.m. – 2019 Weather Update with state climatologist Beth Hall.* 9 a.m. – Learning stations at various on-site locations featuring:“UAVs: More to See and Learn” by John Scott, Extension coordinator for digital agriculture.“Field Crops Disease Update for 2019” with Darcy Telenko, plant pathology specialist for Purdue Extension.Steven Boyer, superintendent of Northeast-Purdue Ag Center, will discuss his experiences with drainage and installing field tile.“Update on Hemp Production in Indiana,” with Ron Turco, Purdue professor of agronomy and department head.“Handling and Storing an Immature Corn Crop and its Implications on Safety”,” with Bill Field, Purdue professor of agricultural and biological engineering, and retired Purdue Extension educator Mike Manning.* 11:30 a.m. – Lunch.* 12:15 p.m. – 1 p.m. – “Commodity Marketing: Basis, Market Carry, and Returns to Storage for the 2019 Crop” with Nathanael Thompson, Purdue assistant professor of agricultural economics.* 1–1:30 p.m. – 70 Years of Agronomic Progress at the Agronomy Farm.Private Applicator Recertification Program (PARP), continuing education units (CEU) and continuing certification hours (CCH) credits have been applied for. Participants wanting to receive PARP credit must pay a $10 fee (cash or check only). SHARE Facebook Twitter Home Indiana Agriculture News Purdue Crops Field Day will be Relevant in Challenging 2019 By Andy Eubank – Aug 18, 2019 Purdue Crops Field Day will be Relevant in Challenging 2019 SHARE Facebook Twitter Previous articleCommentary: Administration Unveils New Ag Policy: Kick’em When They’re DownNext articleBraun Talks Trade and Other Rural Issues with Farmers at Shop Talk Andy Eubank
e-business 5-minute Q & AOn 4 Jul 2000 in Personnel Today David Evans, 40, is head of HR at financial services company Virgin Direct and its e-business spin-off Virginmoney.com which launched last week. The dotcom aims to compete with the likes of Egg and Fidelity.com. It employs 140 permanent and contract staff; average age is 44PT You’re a traditional HR manager, how did you make the move to a dotcom company?DE I was headhunted by Virgin Direct from Independent Insurance. We started the Virginmoney.com project last November. If you had have asked me 12 months ago if I ever saw myself working at a dotcom company I would have said “no”. I wasn’t looking to leave Independent Insurance but you don’t get the chance to set up a new company every day of the week – not of this size or scale.PT Why do you think you were you headhunted?DE Virgin Direct was four years old when I joined in 1999 – the same age as Independent Insurance when I joined it in 1992 – so there were lots of parallels, such as getting professional HR practices and strategies in place, building the profile of HR in the business and adding value to all that we do.PT What have been the main challenges recruiting for an e-business?DE There have been two main ones – finding specialist IT people and working out the right rewards and benefit strategy. Several e-businesses have gone down the route of “selling the dream of being millionaires” through the successful growth of the dotcom business. Evidence has shown that Amazon.com has had to reconsider its strategies as its share price slides. We are focusing on salaries, bonuses linked to retention and a range of flexible benefits to suit the profile of our staff.PT You mentioned recruitment, what methods have you used?DE We placed job adverts on Monster.co.uk, The Sunday Times and two computer magazines. Candidates responded to a recruitment company in Manchester. We use a screen-to-screen system whereby candidates first watch a video about the company and its culture and are then given the option of deselecting if they wish. If they’re still interested, they go through an interview and psychometric testing. They are interviewed and filmed on a camcorder. They are all asked the same questions. The interviews are put onto CD-Rom and sent to us to watch so we can de-select if we wish. In one hour we can see footage of 15 candidates which would have taken something like five-and-half hours to see them traditionally.
In the IT world, all eyes are on the HR software scene as the big namesjostle for positionKeith Rodgers is co-founder of Webster Buchanan Research, www.websterb.comOracle’s battle to acquire rival enter-prise software vendor, PeopleSoft,has been dragging on for almost a year, but it is still capable of deliveringsome spectacular surprises for HR. This month saw one of the biggest eyebrow-raisers yet: the revelation thatMicrosoft, a relative newcomer in this software space, had held preliminarymerger talks with SAP. Microsoft was forced to take the highly unusual step of announcing itsapproach ahead of an ongoing court hearing that pits Oracle against the USgovernment. Earlier this year, the US Justice Department blocked Oracle’shostile offer – which is being vehemently resisted by PeopleSoft – on thegrounds that it would reduce competition at the high-end of the enterprisesoftware market from three competitors to just two – Oracle and SAP. Oracledisputes this, arguing that other vendors should be taken into account, andthat Microsoft plans to move into the high-end market. Knowing its confidential talks with SAP were likely to be revealed in court,Microsoft released the news first. Although its talks with SAP were called off at an early stage because of thecomplexity of a possible merger, they will have raised eyebrows among HR users.Microsoft isn’t best known as a player in the UK HR market. In fact, it soldone of its HR subsidiaries, PWA Group, to Northgate Information Solutions lastautumn. But it has a portfolio of mid-market products, notably in the Axaptasuite inherited through its acquisition of Danish business software vendor,Navision, and has plans to develop it across the board. And while it publiclyinsists its interest in the market is for small and mid-sized companies, we nowknow it has more than a passing interest in what is going on at the high-end. Inevitably, both sides in the Oracle/ PeopleSoft battle are drawing theirown conclusions about Microsoft overtures to SAP. Oracle takes it as evidencethat the company has its eyes firmly set on the high-end of the applicationsmarket, which would create new competition down the line, even if PeopleSoft isswallowed up. Opponents argue that the move merely reinforces how difficult it is for acompany of Microsoft’s stature to get into the high-end space, except throughacquiring an established player. For its part, Microsoft has its own concerns.While so much attention has been focused on the high-end enter-prise marketduring the hostile takeover battle, the problem for Microsoft is thatPeopleSoft, Oracle and SAP all see the mid-market as a growth area and arepushing down into that space. That will result in stronger competition formid-sized organisations with larger employee bases. For HR users, this jostling for position is far more than a spat to occupythe minds of IT industry watchers. Competition creates choice, encouragesinnovation and keeps prices down. Regardless of what software you use today,the outcome of Oracle’s hostile bid, Microsoft’s strategic decisions and thegrowing battle in the mid-market will have repercussions for years to come. Related posts:No related photos. Previous Article Next Article HR IT – Where it’s atOn 13 Jul 2004 in Personnel Today Comments are closed.