Google Analytics is a powerful tool that tracks and analyzes website traffic for informed marketing decisions.
Service URL: policies.google.com
_gac_
Contains information related to marketing campaigns of the user. These are shared with Google AdWords / Google Ads when the Google Ads and Google Analytics accounts are linked together.
90 days
__utma
ID used to identify users and sessions
2 years after last activity
__utmt
Used to monitor number of Google Analytics server requests
10 minutes
__utmb
Used to distinguish new sessions and visits. This cookie is set when the GA.js javascript library is loaded and there is no existing __utmb cookie. The cookie is updated every time data is sent to the Google Analytics server.
30 minutes after last activity
__utmc
Used only with old Urchin versions of Google Analytics and not with GA.js. Was used to distinguish between new sessions and visits at the end of a session.
End of session (browser)
__utmz
Contains information about the traffic source or campaign that directed user to the website. The cookie is set when the GA.js javascript is loaded and updated when data is sent to the Google Anaytics server
6 months after last activity
__utmv
Contains custom information set by the web developer via the _setCustomVar method in Google Analytics. This cookie is updated every time new data is sent to the Google Analytics server.
2 years after last activity
__utmx
Used to determine whether a user is included in an A / B or Multivariate test.
18 months
_ga
ID used to identify users
2 years
_gali
Used by Google Analytics to determine which links on a page are being clicked
30 seconds
_ga_
ID used to identify users
2 years
_gid
ID used to identify users for 24 hours after last activity
24 hours
_gat
Used to monitor number of Google Analytics server requests when using Google Tag Manager
1 minute
Data from World Economic Forum:
50% of all employees will need reskilling by 2025, as adoption of technology increases.
Respondents to the Future of Jobs Survey estimate that around 40% of workers will require reskilling of six months or less. Link to the article is in the comments.
Research says combining human-centered and evidence-based strategies is crucial to shaping a resilient workforce capable of meeting the demands of the future.
But what is your guiding-compass to transit the landscape of these ever-changing skills?
To craft your path for the skills for the future, you need to work smartly on two core skills – adaptability and critical thinking as the future is shaped by emerging technologies, global market trends, and prevalent influence of automation.
The set of in-demand or HOTS (High Order Thinking Skills) can be achieved through embracing change and building resilience because the future of work is a blend of challenges and opportunities which can be managed with focus on cognitive aspects of capabilities.
Though human potential can be unlocked through technological advancement, we still need the humane skills – creativity, and emotional intelligence, social influence, self-leadership, resilience, problem solving, decision making etc. Equipping yourself for the future necessitates a dual approach – leveraging technology with human intelligence and emotions.
With these efforts you can shape your future ensemble of potential, integrated to meet the ever-shifting pulse of the future with confident-clarity and capability.
Today what is missing in our ecosystem is embedding skills training into the learning curve right at the beginning of an employee’s training programme.
However, the need of the hour is for leadership to actively partner with clients and their internal L&D programmes to augment both, the cognitive and the non-cognitive skills.
Remember that organizations prefer and will continue to opt for candidates who are agile and creative.
So, the question is – Are you going to tweak the competition or tweak your capabilities and potential?