Discover how breakthrough, patent-pending method and technology leverages AI and science to unlock the future of post-merger integration success – join us on March 19 (EMEA) or March 21 (Americas).
According to Deloitte, "people and culture issues are the most common reasons for failing integrations". Unfortunately, these failures occur all too often. Huge investments and high goals are threatened and often damaged by employee turnover and productivity collapse.
Through our game-changing NayaDaya® People Risk Analytics™, developed in collaboration with Deloitte, it is now possible to 1) identify people risk levels, 2) uncover their root causes, and 3) recommend actions to mitigate these risks and prevent people-related breakdowns in M&A integrations.
Amazingly, these crucial insights can be revealed by asking employees just three intuitive questions. What makes this possible is the sophisticated emotion, behavior, and action analytics, based on scientific algorithms, AI, and M&A integration process intelligence. This Finnish-Swiss method and technology is now available to protect the M&A from significant financial losses, ensure post-merger success, cultivate empathy, and build sustainable growth.
Join us for a free 30-minute webinar (the same content):
EMEA friendly time:
Tuesday March 19, at 12-12.30 PM EET | 11-11.30 PM CET | 10-10.30 AM UTC
Please register here: https://register.gotowebinar.com/register/2121446550962661980
Americas friendly time:
Thursday March 21, at 12-12.30 PM EDT | 11-11.30 AM CT | 10-10:30 AM MT | 9-9.30 AM PT
Please register here: https://register.gotowebinar.com/register/535829837430739800
Can't make the live session? Register anyway! All registrants will receive later a link to the webinar recording.
Gain insights from Timo Järvinen, Co-Founder, Value Creator & Evangelist at NayaDaya Analytics Inc., and Maria Kausto-Turner, Partner at NayaDaya Analytics Inc., as they host this insightful webinar in English.
The webinar is free for everyone – we warmly invite you to join us!
Further information:
Minna Järvinen
NayaDaya Analytics Inc.
minna.jarvinen@nayadaya.com
Transforming post-merger integrations, NayaDaya Analytics unveils its new People Risk Analytics™ for M&A. Leveraging science and AI, this method and technology revolutionizes post-merger integrations by addressing people-related risks and providing action recommendations with unprecedented precision.
Mergers and acquisitions are significant investments with high goals and substantial risks, which too often materialize. These failures are frequently attributed to people-related issues. Despite their significance, people risks – such as employee turnover and productivity collapse – are not as well understood as they should be.
A groundbreaking approach has now emerged in the M&A landscape. Unlike any solution before, People Risk Analytics™, developed in collaboration between NayaDaya Analytics and Deloitte, precisely targets these challenges by pairing the human value with the forefront of emotion and behavior science and artificial intelligence.
"Our patent-pending method and technology not only identify the risks associated with people but also deliver concrete action recommendations to secure integrations from people-related breakdowns. Amazingly, it provides this crucial information by asking employees only three intuitive questions," says Petri Järvinen, CEO and Partner at NayaDaya Analytics Inc.
"Our worldwide experience in M&A has shown us the critical impact of people-related risks on the success of post-merger integrations. To effectively reveal and address the often fatal people risk factors in integrations, we recommend People Risk Analytics™ as a valuable addition to the change management tool kit. This pioneering solution, going beyond all traditional methods, is sophisticated, yet very simple, intuitive, and scalable for users," says Tapio Koivumäki, Partner, Operational M&A, Advisory Leader at Deloitte.
"With our unique innovation, already validated in the real world, we can support companies with acquisition targets ranging from ten to tens of thousands of employees. Our standardized process ensures high efficiency. We offer straightforward use of our technology and service platform. Depending on our customers' needs, Deloitte can also support in the field of change management and with broader integration topics," continues Petri Järvinen.
"When integrations fail due to people issues, the fault lies in execution, leadership, and communication, not with the employees. Our value lies in preventing significant financial losses, avoiding distress among people, and promoting sustainable change and growth. Our fusion of science, AI, and M&A process intelligence is a major shift in the game; however, it demands an ethical approach. Our guide for every AI-driven action is 'be kind to people and the planet'," says Timo Järvinen, Co-Founder, Value Creator & Evangelist at NayaDaya Analytics Inc.
In addition to post-merger integrations, the solution can also be used in other transformations and investment projects. People Risk Analytics™ is a trademark of NayaDaya Analytics Inc., a startup company based in Finland.
Further Information
Petri Järvinen, CEO, Partner, NayaDaya Analytics Inc., tel. +358 45 238 5537, petri.jarvinen@nayadaya.com
Timo Järvinen, Co-founder, Value Creator & Evangelist, NayaDaya Analytics Inc., tel. +385 40 505 7745, timo.jarvinen@nayadaya.com
Tapio Koivumäki, Partner, Operational M&A, Advisory Leader, Deloitte, tel. +358 40 357 6138, tapio.koivumaki@deloitte.fi
Aiming for global growth, NayaDaya Analytics Inc. welcomes Petri Järvinen, returning from Singapore to Finland, as its new CEO and Partner. Co-founder Timo Järvinen will now focus on enhancing customer value through the science-based and AI-powered People Risk Analytics™. Alongside their innovative team and investors, the brothers have high expectations for their disruptive solution, built to prevent people-related M&A integration failures.
NayaDaya Analytics Inc.'s long-term product development has culminated in an unprecedented fusion of emotion and behavior science with artificial intelligence. This innovation aims to mitigate the high people-related risks associated with post-merger integrations and transformations. The solution, pointing out action recommendations to avoid the M&A failures, has been developed in collaboration with Deloitte and already tested and proven in the real world.
The foundation for growth was laid in the first quarter of 2024. January saw the closure of a funding round, welcoming six new investors and experts on board. February marked the launch of the new science-based and AI-powered People Risk Analytics™. In addition, a patent application was filed for the game-changing method and technology.
On March 1, the NayaDaya Analytics team will be significantly strengthened as Petri Järvinen assumes the role of CEO and Partner. With a successful track record in multinational companies, particularly in sales and business leadership roles throughout the 21st century, including the last ten years at Avanade (a subsidiary of Accenture) in Singapore, he is well-equipped to guide the startup towards global growth.
Co-founder Timo Järvinen, previously CEO and leader in inventing science-based innovations and transforming them into valuable customer solutions, will now fully dedicate himself to designing, delivering, and communicating the unique value and sharp competitive edge to customers, partners, and the wider society.
Petri Järvinen and Timo Järvinen share a bond that extends beyond brotherhood, having worked together earlier for many years as business partners, including a successful shared exit.
"As the new CEO of NayaDaya Analytics, I am thrilled to lead our engaged team and business in addressing the substantial people-related risks in M&A integrations and transformations. Our focus on human value, paired with cutting-edge science and artificial intelligence, is more relevant than ever. I am eager to drive our growth, assisting companies globally to navigate risks and thrive through critical transitions successfully," says Petri Järvinen, CEO and Partner of NayaDaya Analytics Inc.
"We are fortunate to have Petri return to Finland to build a bridge from Finland to the world. Petri's expertise and international experience are exactly what we need as we are now ready to write a new chapter to our story after years of demanding development. I will focus all my efforts on creating customer value with the world-changing combination of science, AI, and empathy," says Timo Järvinen, Co-Founder, Value Creator & Evangelist of NayaDaya Analytics Inc.
"This is excellent news for our team and future ambitions. Petri's ability to boost sales, business, and cooperation with industry leading customers and partners around the world, combined with a deep understanding of the latest technological innovations, is a great combination when we are reaching for the global growth," says Timo Salomäki, Chairman of the Board of NayaDaya Analytics Inc.
Further Information
Petri Järvinen, CEO, Partner, NayaDaya Analytics Inc., tel. +358 45 238 5537, petri.jarvinen@nayadaya.com
Timo Järvinen, Co-founder, Value Creator & Evangelist, NayaDaya Analytics Inc., tel. +385 40 505 7745, timo.jarvinen@nayadaya.com
Timo Salomäki, Chairman of the Board, NayaDaya Analytics Inc., tel. +358 40 709 2399, timo.salomaki@nayadaya.com
In the webinar tomorrow, Feb 28 by Deloitte and NayaDaya Analytics, unlock the future of your post-merger success with a breakthrough in science, AI, and empathy.
The outcome of critical M&A investments and transformations depends on people. Despite their significance, the people-related risks – such as employee turnover, quiet quitting, and productivity collapse – are not known as well as they should.
Thanks to the collaboration between NayaDaya Analytics and Deloitte, we're excited to introduce a game-changing innovation: leveraging emotion and behavior science, AI, and process intelligence, People Risk Analytics™ identifies the people risks and delivers action recommendations to prevent integration or transformation failures. This disruptive solution has been tested and proven in the real world.
Register now to ensure you don't miss the opportunity to learn how companies can protect their M&A and transformation investments from people-related breakdowns in a socially sustainable manner.
Join us for a revealing 45-minute webinar and product unveiling on Wednesday, Feb 28, from 1-1:45 PM EET (12-12.45 PM CET, 11-11.45 AM UTC).
Gain insights from Tapio Koivumäki, Partner and Operational M&A Advisory Leader at Deloitte, and Timo Järvinen, CEO and Co-founder of NayaDaya Analytics Inc., as they lead this enlightening webinar in English.
Can't make the live session? Register anyway! All registrants will later receive a link to the webinar recording.
The webinar is free for everyone – we warmly invite you to join us!
https://register.gotowebinar.com/register/5153381749687797344
For more information, please contact:
Timo Järvinen, CEO, Co-founder, NayaDaya Analytics Inc.
timo.jarvinen@nayadaya.com, +358 40 505 7745
In the webinar on Feb 28 by Deloitte and NayaDaya Analytics, unlock the future of post-merger success with a breakthrough in science, technology, empathy, and AI. Discover how a pioneering analytics tool delivers concrete action recommendations to minimize people-related risks and prevent M&A failures. Register now to gain essential insights into transforming integration outcomes.
For years, NayaDaya Analytics and Deloitte have collaborated on developing emotional and behavioral science to promote successful mergers, acquisitions, and transformations.
The outcome of critical M&A investments and transformations depends on people. Despite their significance, the people-related risks – such as employee turnover, quiet quitting, and productivity collapse – are not known as well as they should.
Through innovative advancements, scientific analytics have been developed to unveil deep insights into people-related risks with minimal effort. With People Risk Analytics™, it is possible to identify the levels of people risk and their root causes by asking employees just three intuitive questions.
Thanks to the collaboration between NayaDaya Analytics and Deloitte, we're excited to introduce a groundbreaking advancement. Leveraging process intelligence, software robotics, and AI, the People Risk Analytics™ platform now generates concrete action recommendations to minimize people risks and prevent failures in post-merger integrations and transformations.
This disruptive solution has been tested and proven in the real world.
Don't miss this opportunity to be at the forefront of knowing how companies can secure their M&A and transformation investments against people-related breakdowns.
Join us for a revealing 45-minute webinar and product unveiling on Wednesday, Feb 28, from 1-1:45 PM EET (12-12.45 PM CET, 11-11.45 AM UTC).
Gain insights from Tapio Koivumäki, Partner and Operational M&A Advisory Leader at Deloitte, and Timo Järvinen, CEO and Co-founder of NayaDaya Analytics Inc., as they lead this enlightening webinar in English.
Can't make the live session? Register anyway! All registrants will later receive a link to the webinar recording.
The webinar is free for everyone – we warmly invite you to join us!
For more information, please contact:
Timo Järvinen, CEO, Co-founder, NayaDaya Analytics Inc.
timo.jarvinen@nayadaya.com, +358 40 505 7745
This joint effort marks a significant milestone following the Memorandum of Understanding signed between the two entities in March 2023. By combining their distinct strengths, HKRITA and Seiko Epson Corporation are poised to unlock transformative solutions that will address the interconnected issues of climate change. Seiko Epson Corporation will use its Dry Fiber Technology to establish a defibrating process on elastic blended and/or tightly weave fabrics while HKRITA will provide technical supports in recycling and evaluate the recycling performance in terms of materials properties. This innovation aims to provide speedy recycling solution for industry application.
Mr Edwin Keh, CEO of HKRITA, expressed his enthusiasm for the power of cross-industrial collaboration, stating, “we always strive to maximize the impact of our technologies. This collaboration facilitates a more comprehensive approach to sustainability, allowing the two organisations to develop integrated solution that goes beyond the limitation of a single industry and uncovers synergistic opportunities.”
Mr Satoru Hosono, Deputy General Administrative Manager of Epson’s Technology Development Division said, “There’s a growing global movement to use recycled textiles. We’re collaborating with the renowned textile and apparel research institute HKRITA to apply our unique Dry Fiber Technology to develop technologies that will allow the recycling of clothing/textile that would previously have been discarded. Our aim is to provide new textile recycling solutions that will respond to growing demands from people around the world.”
This partnership is committed to extending the life cycle of materials, promoting a circular economy that minimizes waste and maximizes resource efficiency in the textile industry. The outcomes of this collaboration are intended to benefit not only the industry but society as a whole. By leveraging their collective expertise, the two organizations aspire to make a tangible impact on addressing climate change and contribute to a more sustainable future.
About Epson (Seiko Epson Corporation)
Epson is a global technology leader whose philosophy of efficient, compact and precise innovation enriches lives and helps create a better world. The company is focused on solving societal issues through innovations in home and office printing, commercial and industrial printing, manufacturing, visual and lifestyle. Epson's goal is to become carbon negative and eliminate use of exhaustible underground resources such as oil and metal by 2050.
Led by the Japan-based Seiko Epson Corporation, the worldwide Epson Group generates annual sales of more than JPY 1 trillion. (https://corporate.epson/en/)
If you are reaching for growth, executing integrations, leading transformations, or starting business critical projects in 2024, now it is the time to identify the people risks: employee turnover, productivity loss, and quiet quitting.
According to studies, more and more employees are considering leaving their jobs. Losing and then replacing talented people is expensive, and finding new employees is difficult. At worst, this threatens the success of growth, integrations, transformations, and projects.
Our game-changing people risk analytics, based on emotions, science, and the Finnish-Swiss innovation, reveals the levels of and root causes behind employee-related risks. People will not be burdened – employees only respond to three questions. With the effective and exceptionally intuitive tools, you can target actions and minimize the fading and loss of employees' crucial contribution.
Traditional surveys do not understand engagement or disengagement. It is important to realize that satisfaction is about the comfort zone – it does not promote progress, commitment, and readiness for change.
If you like to see how to use the people risk analytics as an insurance for your integrations, changes, or projects, book a 30-minute meeting with us.
Book a 30-minute appointment: https://www.nayadaya.com/appointment
Let's discuss!
Timo Järvinen, CEO, Co-founder
NayaDaya Analytics Inc.
Tel. +358 40 505 7745
timo.jarvinen@nayadaya.com
"To avoid people-related failures in transformations, M&A, and critical projects, those risks should be analyzed and false beliefs about the existing surveys should be corrected," writes Timo Järvinen, the founder of NayaDaya Analytics Inc.
According to McKinsey, "European talent is ready to walk out the door".
During this post-pandemic era, high levels of employee turnover and lack of skilled people are a fundamental risk for growth, competitiveness, and even survival. During transformations, post-merger integrations, and critical projects, companies become even more vulnerable to these people-related risks.
The worst thing companies can do is to keep on doing what they have always done. To be content with old habits can be deceiving. One of these old ways is the misunderstanding that employee experiences and behavior could be understood, and the people-related risks identified by only asking questions with the traditional one-dimensional response scales.
To face the reality with their employees, there are three things companies should do: 1) identify the people risk levels, 2) reveal their root causes, and 3) find out the action points to minimize the employee turnover, quiet quitting, and decrease in productivity – and to engage and inspire people.
To unfold these crucial insights, one should not rely on the traditional tools and metrics. And why is that? Because in order to predict the people risk levels and their root causes, you need to be able to understand employee behavior, especially engagement and disengagement.
But wait a minute! Aren’t companies measuring engagement, for example with employee surveys and pulses? They have done that for years and...
My point exactly. Everyone has executed those surveys and pulses for years – and many believe that they are measuring engagement.
A glimpse of science: emotional and behavioral science tells us that the traditional survey scales, such as satisfaction, do not correlate with engagement and disengagement. If companies want to find out what is engaging or disengaging people, the traditional surveys are useless.
Employee engagement is not the same as feeling contentment – continuing as before and staying in the comfort zone. Engagement means dynamic actions, participating, and rolling up the sleeves when facing changes and challenges.
Unfortunately, satisfaction or even tendency to recommend one's employer do not indicate engagement. On the contrary, they correlate with passivity and even unwillingness to engage in anything new. This is particularly problematic during changes.
I have good news: new people risk analytics, which is based on a scientific emotional and behavioral intelligence and a Finnish-Swiss innovation, is able to build the deepest insight into people risks with the smallest effort one can imagine.
Traditionally, employers have executed long employee surveys 1-2 times a year or short pulse surveys quarterly, monthly, or even weekly. With the scientific method based on long-term emotions, companies can run very short surveys only 1-4 times a year, depending on the intensity of the change. For example, three times a year is enough during the post-merger integrations.
The process is agile. Only three intuitive questions produce the needed input for the analytics. These three questions cover emotions, their strength, and the reasons behind the emotions in the context of an employer, a transformation, an integration, or a project.
Thanks to the amazing power of emotions and science, and our unique algorithm, the output reveals things that have not been even asked for. The analytics visualizes exactly those fundamental things companies need to find out: 1) people risk levels, 2) their root causes, and 3) the action points to minimize the people-related risks, e.g. talent walking out their door or the quiet quitting.
Instead of merely knowing the levels of contentment, companies now will see where to focus actions to engage, motivate, and inspire people to not only stay in their jobs but to go the extra mile, to even become change-makers.
If a group has several, even tens or hundreds of companies, it can easily uncover and compare the people risk levels and their root causes in those business entities. Or if a company executes many acquisitions every year, it can compare the success of the different post-merger integrations based on their engaging or disengaging influence. The same applies for multiple projects.
This way companies are able to point out the business entities, integrations, or projects that are in crisis as well as to see the reasons behind each situation. They will also find out the entities, integrations, or projects with the high levels of positive employee engagement – and identify the reasons behind those successes.
As always, the coin has two sides: the people risk analytics helps companies 1) to avoid financial losses and losing growth opportunities, and 2) to take care of people and to build social sustainability. Both these aspects should be on focus if companies want to be among the winners in an ever-increasing competition for the best talent.
The writer of the blog post is CEO of NayaDaya Analytics Inc. Timo Järvinen.
Timo Järvinen, CEO, Co-founder
NayaDaya Analytics Inc.
Tel. +358 40 505 7745
timo.jarvinen@nayadaya.com
People risk analytics – brief information
Book a 30-Minute Online Appointment, or send questions or comments – please send a message: https://www.nayadaya.com/appointment
Read the latest NayaDaya Analytics news: https://www.nayadaya.com/news
"If you want to avoid people-related failures in your transformation, M&A, or project, I encourage you to analyze those risks and correct any false beliefs about the existing surveys," writes Timo Järvinen, the founder of NayaDaya Analytics Inc.
According to McKinsey, "European talent is ready to walk out the door".
During this post-pandemic era, high levels of employee turnover and lack of skilled people are a fundamental risk for growth, competitiveness, and even survival. During transformations, post-merger integrations, and critical projects, companies become even more vulnerable to these people-related risks.
The worst thing you can do is to keep on doing what you have always done. To be content with old habits can be deceiving. One of these old ways is the misunderstanding that employee experiences and behavior could be understood, and the people-related risks identified by only asking questions with the traditional one-dimensional response scales.
To face the reality with the employees in your company, there are three things you should do: 1) identify the people risk levels, 2) reveal their root causes, and 3) find out the action points to minimize the employee turnover, quiet quitting, and decrease in productivity – and to engage and inspire people.
To unfold these crucial insights, you should not rely on the traditional tools and metrics. And why is that? Because in order to predict the people risk levels and their root causes, you need to be able to understand employee behavior, especially engagement and disengagement.
But wait a minute! Aren’t we measuring engagement, for example with employee surveys and pulses? We have done that for years and...
My point exactly. Everyone has executed those surveys and pulses for years – and many believe that they are measuring engagement.
A glimpse of science: emotional and behavioral science tells us that the traditional survey scales, such as satisfaction, do not correlate with engagement and disengagement. If you want to find out what is engaging or disengaging people, the traditional surveys are useless.
Employee engagement is not the same as feeling contentment – continuing as before and staying in the comfort zone. Engagement means dynamic actions, participating, and rolling up the sleeves when facing changes and challenges.
Unfortunately, satisfaction or even tendency to recommend one's employer do not indicate engagement. On the contrary, they correlate with passivity and even unwillingness to engage in anything new. This is particularly problematic during changes.
I have good news: new people-risk analytics, which is based on a scientific emotional and behavioral intelligence and a Finnish-Swiss innovation, is able to build the deepest insight into people-risks with the smallest effort you can imagine.
Traditionally, employers have executed long employee surveys 1-2 times a year or short pulse surveys quarterly, monthly, or even weekly. With the scientific method based on long-term emotions, you can run very short surveys only 1-4 times a year, depending on the intensity of the change. For example, three times a year is enough during the post-merger integrations.
The process is agile. Only three intuitive questions produce the needed input for the analytics. These three questions cover emotions, their strength, and the reasons behind the emotions in the context of an employer, a transformation, an integration, or a project.
Thanks to the amazing power of emotions and science, and our unique algorithm, the output reveals things that have not been even asked for. The analytics visualizes exactly those fundamental things you need to find out: 1) people-risk levels, 2) their root causes, and 3) the action points to minimize the people-related risks, e.g. talent walking out your door or the quiet quitting.
Instead of merely knowing the levels of contentment, you now will see where to focus actions to engage, motivate, and inspire people to not only stay in their jobs but to go the extra mile, to even become change-makers.
If your group has several, even tens or hundreds of companies, you can easily uncover and compare the people risk levels and their root causes in those business entities. Or if you execute many acquisitions every year, you can compare the success of the different post-merger integrations based on their engaging or disengaging influence. The same applies for multiple projects.
This way you are able to point out the companies, business entities, or integrations that are in crisis as well as to see the reasons behind each situation. You will also find out the companies or integrations with the high levels of positive employee engagement – and identify the reasons behind those successes.
As always, the coin has two sides: the people-risk analytics helps you 1) to avoid financial losses and losing growth opportunities, and 2) to take care of people and to build social sustainability. Both these aspects should be your focus if you want to be among the winners in an ever-increasing competition for the best talent.
If you want to be a part of this journey that deeply connects the valuable people and companies that are worth their commitment, please do not hesitate to contact us.
The writer of the blog post is CEO of NayaDaya Analytics Inc. Timo Järvinen.
Timo Järvinen, CEO, Co-founder
NayaDaya Analytics Inc.
Tel. +358 40 505 7745
timo.jarvinen@nayadaya.com
People risk analytics – brief information and prices
Book a 30-Minute Online Appointment, or send questions or comments – please send a message: https://www.nayadaya.com/appointment
Read the latest NayaDaya Analytics news: https://www.nayadaya.com/news
The Finnish developer of the emotional and behavioral intelligence, NayaDaya Inc. has changed its name to NayaDaya Analytics Inc. The new name portrays the company's evolution, through science-based innovations, towards the unique people risk analytics and scalable robotics.
NayaDaya was founded seven years ago to promote global empathy by making it possible to express, understand, and pay attention to human emotions with a science-based technology. From the beginning, the scientific background was in the research and studies conducted by the University of Geneva, Switzerland.
On the built platform, data has been collected and analyzed in different contexts such as media news content, brands, employers, transformations, M&A, social phenomena, and sustainability. During the evolution of the solution, it has been used by many leading brands and public organizations in Finland. The development has been funded by Google, Business Finland, and NextGenerationEU.
"We are the most grateful for our customers, partners, and supporters who have made it possible to succeed in this long and demanding development journey. There is a lot of work ahead, but now our focus, product market fit, and business model are clear. It is inspiring to start the new phase with a new name," says Timo Järvinen, CEO and Co-founder of the company now named as NayaDaya Analytics Inc.
The words Naya and Daya originate in India. They symbolize different viewpoints and compassion. NayaDaya Analytics and the green symbol depict the combination of people and empathy, science and analytics, and engagement – especially during changes and transformations.
"Through stepping into the shoes of people, for example in transformations and M&A processes, it is possible to build both financial success and social sustainability. This is not just another employee survey or pulse, far from it. Our goal, to create the deepest insight into people risks with the smallest effort by customers, has been reached innovation by innovation," Timo Järvinen continues.
One of the groundbreaking innovations is an algorithm that predicts behavior, especially engagement and disengagement. Science and emotions make it possible – it is something that the traditional surveys and metrics cannot disclose. Further innovations include a science-based root cause analysis, an action plan automation, and an order-to-delivery process covered entirely by robotics.
The outcome is a totally scalable service platform which does not burden people. Only three standard questions are needed as an input. The output includes action points and even concrete recommendations, to reveal and avoid the people risks such as employee turnover and decrease in productivity.
"With our scientific people risk analytics we can provide our customers a standardized, effective, repeatable, and amazingly simple method to tackle the ever-increasing problem of employee and productivity loss, especially in transformations and post-merger integrations. Many studies confirm the magnitude of this challenge. Together with our agents and partners, it is now time to bring the value of this born-global multilingual analytics to companies and organizations worldwide," says Timo Salomäki, Chairman and Chief Product Officer of NayaDaya Analytics Inc.
"We are solving a global problem that is very expensive for companies and employers. Identifying and minimizing people risks strengthen sustainable and profitable growth. To carry out our mission, we need customers, partners, and agents. With angel investors, we are happy to discuss the ongoing funding round. More than half of it is already subscribed," Timo Järvinen points out.
The Finnish-Swiss science-based M&A analytics innovates the way people can be taken care of in the context of post-merger integrations. People risk analytics identifies the root causes leading to employee and productivity loss.
According to studies, most M&A processes fail, often due to people and culture related reasons. Integration pain points often lead to declining performance and employee turnover. Traditional surveys do not understand the impact of changes on engagement. Science tells us that, for example, the amount of satisfaction does not correlate with engagement at all.
This problem has been solved. Employee reactions and their root causes are easily revealed on a scientific emotional and behavioral intelligence platform. The smart process includes only three questions to employees. It is important to pay attention to people, and they should not be burdened with long surveys. Amazingly, the results uncover things that have not even been asked.
We arrange a 30 minutes webinar on the topic in English. NayaDaya Inc.'s founder Timo Järvinen and HR expert Maria Kausto-Turner explore these new perspectives. There are two webinars with the same content. Please choose the time that best suits your calendar.
Webinars are free of charge.
11.00-11.30 AM EEST (Eastern European Summer Time, e.g. FINLAND)
10.00-10.30 AM CEST (Central European Summer Time)
9.00-9.30 AM BST (British Summer Time)
3.00-3.30 PM SGT (Singapore Time)
5.00-5.30 PM EEST (Eastern European Summer Time, e.g. FINLAND)
4.00-4.30 PM CEST (Central European Summer Time)
3.00-3.30 PM BST (British Summer Time)
9.00-9.30 AM EDT (Eastern Daylight Time, USA)
You shoud sign up even if these times don't suit your calendar. We send the recording to all registrants.
Further Information
Timo Järvinen, CEO, Co-founder, NayaDaya Inc., tel. +358 40 505 7745, timo.jarvinen@nayadaya.com
The Finnish-Swiss science-based M&A analytics innovates the way people can be taken care of in the context of post-merger integrations. People risk analytics identifies the root causes leading to employee and productivity loss.
According to studies, most M&A processes fail, often due to people and culture related reasons. Integration pain points often lead to declining performance and employee turnover. Traditional surveys do not understand the impact of changes on engagement. Science tells us that, for example, the amount of satisfaction does not correlate with engagement at all.
This problem has been solved. Employee reactions and their root causes are easily revealed on a scientific emotional and behavioral intelligence platform. The smart process includes only three questions to employees. It is important to pay attention to people, and they should not be burdened with long surveys. Amazingly, the results uncover things that have not even been asked.
We arrange a 30 minutes webinar on the topic in English. NayaDaya Inc.'s founder Timo Järvinen and HR expert Maria Kausto-Turner explore these new perspectives. There are two webinars with the same content. Please choose the time that best suits your calendar.
Webinars are free of charge.
11.00-11.30 AM EEST (Eastern European Summer Time, e.g. FINLAND)
10.00-10.30 AM CEST (Central European Summer Time)
9.00-9.30 AM BST (British Summer Time)
3.00-3.30 PM SGT (Singapore Time)
5.00-5.30 PM EEST (Eastern European Summer Time, e.g. FINLAND)
4.00-4.30 PM CEST (Central European Summer Time)
3.00-3.30 PM BST (British Summer Time)
9.00-9.30 AM EDT (Eastern Daylight Time, USA)
You shoud sign up even if these times don't suit your calendar. We send the recording to all registrants.
Further Information
Timo Järvinen, CEO, Co-founder, NayaDaya Inc., tel. +358 40 505 7745, timo.jarvinen@nayadaya.com
Welcome to the 30-minute webinar to find out how to reveal the employee turnover risks in mergers and acquisitions.
Many studies show that mergers and acquisitions often fail due to people and cultural reasons. Under the surface, there may be pain points that cause employee turnover and productivity loss.
To see the risks, deal with their root causes, and avoid the financial losses, you should understand the levels of and reasons behind employee engagement and disengagement. However, people are usually burdened with traditional surveys that indicate only the positivity or negativity of experiences – and do not understand engaged or disengaged behavior at all.
NayaDaya® M&A Analytics is a Finnish-Swiss innovation that uses emotions, science, and data to predict employee behavior in M&A – during due diligences and post-merger integrations. The standardized process and exceptionally intuitive tools make it amazingly easy to identify the people risks levels and the concrete root causes for people leaving their jobs or losing their performance.
CEO & Co-founder Timo Järvinen and Director & Partner Maria Kausto-Turner from NayaDaya Inc., a Finnish company focusing on people risks analytics, will show you how the game-changing innovation reveals business critical things that are not even asked from employees.
You are warmly welcome! The webinars are free of charge. We will send a webinar recording to all registrants – it's worth registering even if the time doesn't work!
We will have two similar webinars, from which you can choose the one that fits your calendar:
11.00-11.30 AM EEST (Eastern European Summer Time, e.g. FINLAND)
10.00-10.30 AM CEST (Central European Summer Time)
9.00-9.30 AM BST (British Summer Time)
3.00-3.30 PM SGT (Singapore Time)
5.00-5.30 PM EEST (Eastern European Summer Time, e.g. FINLAND)
4.00-4.30 PM CEST (Central European Summer Time)
3.00-3.30 PM BST (British Summer Time)
9.00-9.30 AM EDT (Eastern Daylight Time, USA)
Further Information
Timo Järvinen, CEO, Co-founder, NayaDaya Inc., tel. +358 40 505 7745, timo.jarvinen@nayadaya.com
V-Marine, a leading provider of houseboats and floating resorts, is proud to announce the opening of its commercial office in Dubai, UAE. The new office will be led by Giovanni Sorrentino, a well-known figure in the yacht industry for his collaborations with European and GCC yards such as Silent Yacht, an award-winning company for sustainable yacht industry, and Tecnomar for Lamborghini. Sorrentino's contribution to V-Marine's development of sustainable and self-sufficient houseboats, floating villas, and resorts will be instrumental in the company's expansion in the region.
Currently the production is served from Bahrain, while V-Marine plans to set up additional production facilities in GCC to meet the growing demand for houseboats and floating resorts projects in the area. This move is in response to the significant growth and the increasing demand from customers in the region, which is expected to soon outpace the current production capacity in Bahrain.
"We are excited to have Giovanni Sorrentino leading our Dubai operations," said Wael Joujou, CEO of V-Marine. "His experience and expertise in sustainability yachts will be invaluable as we expand our presence in the UAE market and deliver high-quality, self-sufficient houseboats, floating villas, and resorts."
Sorrentino's and V-Marine's commitment to sustainability will drive the development of innovative solutions for houseboats and resorts that are both luxurious and eco-friendly.
"The UAE is an important market for us, and we are committed to serving our customers here with the highest quality sustainable houseboats and floating resorts," said Sorrentino. "With the new production facilities in UAE, we will be able to better meet the growing demand for our products and services in the region while contributing to a more sustainable future."
Wael Joujou added “V-Marine house boats already met the taste of UAE boaters thanks to the quality of the construction and the finishing of the interior space. Now the next step is to bring technology and sustainability to our models in order to offer not only an eco friendly experience but also a valid alternative to the Luxury Yacht industry in terms of luxury and space at a much more reasonable price”
Wael and Sorrentino met occasionally in Qatar during the Launch of the floating pop-up Lounge at the Pearl Doha, produced by V-Marine, during exclusive presentation of the Urus Performante, and that experience led only recently to a fruitful collaboration .
V-Marine has a strong track record of delivering high-quality houseboats and resorts projects to customers around the world, and the company's expansion into UAE represents a significant milestone in its growth trajectory. V-Marine is confident that its presence in UAE will enable it to better serve its customers in the region, and looks forward to continuing to deliver exceptional products and services to its customers in UAE and beyond.
Nurses are empowered by patients, helping, and their own work community – limited possibilities, low wages, lack of respect, and leadership problems, however, prevent them from successfully managing their work. This data is available in the empathy study conducted in Finland by Medikumppani Oy and NayaDaya Inc. in cooperation with the Finnish Union of Practical Nurses (SuPer) and TE Services’ Network of Healthcare and Social Welfare.
The study, gaining close to 900 responses, was conducted to reveal the Finnish health care professionals’ emotions and the causes behind the emotions in relation to their own work. With the help of science-based empathy analytics, the study showed the impact emotions have on employee behavior, engagement, and resignation.
Among nurses, 38 % expressed only positive emotions toward their own work while 33 % expressed only negative emotions. The respective percentages among doctors were 62 % and 11 %. Polarization of emotions is equally common among nurses and doctors: in both groups 24 % of respondents experience positive and negative emotions toward their work at the same time. Four percent of all respondents expressed no emotions.
The most common emotions nurses feel toward their work are disappointment, interest, and pride. Doctors expressed most often interest, pride, and contentment.
Among nurses, the younger the respondent in question, the more negative the experience seems to be.
Among nurses, the most positive and engaging aspects of work are patients, helping people, coworkers, and own tasks. The patients evoke most often compassion and helping evokes pride. Topics that are polarizing, yet more negative, crippling and cause resignations include the overall perception of own profession as well as the prevailing conditions providing diminished ability to succeed at work. Own profession evokes most often pride, but also regret and disappointment. The idea of succeeding at work most often evokes guilt.
Among nurses, the clearly negative topics ultimately causing resignations are wage levels, workloads, lack of time and respect, poor leadership and decision making as well as personnel resources. Somewhat surprisingly, the Covid-19 pandemic itself was indicated with a very weak signal only.
These results vary significantly between the nurses and doctors. Experiences, emotions, and engagement levels are dominated by positive topics in doctors’ work: patients and helping, own profession and the meaning of work, significance and respect, coworkers, own expertise, and interest toward medicine. The only somewhat negative topic was the workload. Covid-19 pandemic was not mentioned at all.
”Everybody has a right to succeed in their own work environment. At nurses’ work, the basic human conditions are not met. Nurses are forced to carry the load of guilt for reasons they have no influence or authority over. Their experiences at work are dominated, among other things, by low wage levels, excessive workload, and lack of respect,” says Chairperson Silja Paavola from the Finnish Union of Practical Nurses (SuPer).
One step closer to this change is empathy, our ability to put ourselves in others’ shoes. “Through the empathy analytics we understand what strengthens the healthcare industry’s attraction and retention and what, on the other hand, destroys them. Especially, we know where to target our improvement actions. We now need responsible leaders and actions to change the inhuman circumstances, attitudes, and leadership styles both in public and private sectors,” highlights CEO Teija Koskinen from Medikumppani Oy who ordered the study.
”The empathy study brings visually and concretely forth this multidimensional entity and the challenging systemic problem. The results strongly argue for the fact that the significance of work must be kept as the focal point when organizing work. People are not machines – their performance requires having an experience of significance. We must take this seriously if we continuously want workers for the care giving sector in the future,” notes development manager Ville Luukkanen from TE Services’ Network of Healthcare and Social Welfare.
”The study reveals that helping patients and having good relationships with colleagues have a particularly emotionally supporting effect on nurses. On the other hand, there are many drawbacks that weigh the support down having even crippling and alienating effects. The study raises a question: are we, as a society, exploiting the nurses’ willingness to help and their sense of guilt – or are we providing adequate resources for them to succeed in their work and for sustainable development of health care instead?” ponders CEO Timo Järvinen from empathy analytics company NayaDaya Inc.
The Empathy study was carried out by Medikumppani Oy and the empathy analytics company NayaDaya Inc. together with the Finnish Union of Practical Nurses (SuPer) and TE Services’ Network of Healthcare and Social Welfare.
The emotion data was collected from healthcare professionals through an open online questionnaire with the support of cooperation partners during March 8-March 20, 2022. Total of 866 persons, of which 648 were nurses and 110 were doctors, responded to the study. The respondents had a choice of one or two emotions or an option of ’no emotion’[1] to express their experiences. Total of 1508 responses were given.
The NayaDaya® Empathy Analytics™ is based on the scientific theory of emotions[2], research[1], and algorithm[3].
More information:
Teija Koskinen, CEO, Medikumppani Oy, tel. +358 40 355 8908, teija.koskinen@medikumppani.fi
Timo Järvinen, CEO, NayaDaya Inc., tel. +358 40 505 7745, timo.jarvinen@nayadaya.com
Medikumppani Oy, founded in 2003, is one of the most experienced healthcare recruitment agencies in Finland building better work communities by matching and placing the right talent with the right job and supporting candidates along the way. With deep understanding of their clients, keen discernment of human nature, and empathy at the heart of their expertise, Medikumppani persevere in building better work communities in health care, one recruitment at a time. Further information at https://www.medikumppani.fi.
Medikumppani Oy is part of Empresaria Group, an international organization specializing in HR and staffing services.
In Finland, over five hundred children and young people took part in an empathy study concerning emotions toward the war in Ukraine. The results of this study, conducted by the Asikkala Municipality and NayaDaya Inc., also reveal the root causes for the emotions and their effects on behavior.
In the study, 541 children and young people from Asikkala Municipality primary school system, between 1st and 9th grades, expressed their emotions and gave reasons behind their emotions toward the war in Ukraine. The most common emotions were sadness, fear, hate, interest, disappointment, compassion, and anger.
The reasons behind the emotions included suffering and death of innocent Ukrainians as well as the threat of the war spreading to Finland. Many responses also underlined the absurdity, incomprehensibility, and injustice of war.
Among the children and young people, the war also evokes hatred and aggression toward President Putin, Russia, and the Russians.
"Over two-thirds of the children and young people expressed negative emotions or compassion toward the war in Ukraine. The reasoning reveals their ability to concretely internalize the purpose of the war. Many of the emotions are crippling and are necessarily not visible to the outside world. Some of the experiences indicate even aggressive behavior. The consequences may turn out to be unfortunate for the Russian children and youth living in Finland", says CEO Timo Järvinen from empathy analytics company NayaDaya Inc.
"The study shows that in our schools we ought to pay attention to the thoughts and emotions evoked by the war in Ukraine. Students will not necessarily bring the topic up by themselves by asking questions, for example. The results indicate that the effects of war live in their minds, regardless. Discussion is needed so the children’s worries, fears, and feelings of hatred become visible and are taken care of. Especially, we must prevent the Russian children from becoming targets of stigmatizing and bullying", highlights Director of Education Petri Haapanen from Asikkala Municipality.
Students’ emotions toward education and the school community are regularly studied in all schools in Asikkala Municipality. Similarly, the school faculty and staff are asked about their experiences in relation to their work and work community. The empathy analytics, which is based on emotions, science, and data, also reveals the impact emotions have on peoples’ behavior and engagement.
”Asikkala Municipality aims to be a forerunner in promoting wellbeing. Hearing out children’s and young people’s emotions and openly discussing the study results is always sustainable way to act and especially so in a state of emergency such as Covid-19 pandemic and the war in Ukraine. Empathy, prosocial behavior, and psychological safety are our assets amid uncertainty and worry”, says Mayor Rinna Ikola-Norrbacka from Asikkala Municipality.
More information:
Petri Haapanen, Director of Education, tel. +358 44 778 0430, petri.haapanen@asikkala.fi
Timo Järvinen, CEO, NayaDaya Inc., tel. + 358 40 505 7745, timo.jarvinen@nayadaya.com
The close-to-nature municipality of Asikkala, with a population of 8,100, is located in the embrace of Lake Päijänne and Lake Vesijärvi. Vääksy Municipal Center is known for its old Vääksy villa history and beautiful canal environment. A diverse range of services, a comprehensive school network, vibrant villages and rugged waterways make Asikkala a unique place to live. The benefits offered by Asikkala are enjoyed by local residents, leisure residents and local companies. More information https://www.asikkala.fi
He described the main challenges faced by the world, and stated, “There’s now a peace deficit in Europe and the numbers of refugees is rising. There’s also a big deficit in sustainability and I think that’s where academics can really play a part by working with industry. The third main deficit is a deficit of equality. The number of people living in poverty has increased for first time since 1990”.
DMU hosted the conference with PRME – the UN’s Principles for Responsible Management Education team, which focuses on how to educate future leaders to focus on achieving the UN’s 17 Sustainable Development Goals, global targets which address issues like hunger, poverty and equality.
The theme of the ninth PRME Regional Chapter MENA Forum and 2022 Conference was the ‘Power of Partnerships in Addressing SDGs’. Over three days, a wide range of leaders from business, charity, humanitarian organisations and higher education joined the event.
Dr Mette Morsing, Director of PRME, said “PRME was launched to nurture responsible leaders. It wants to redefine success, focus goals on society, and focus on skills required. Success is often defined as winning the battle. It is a language of conflict, of conquest. It is not the language of partnerships, of collaboration. That is what we want to change in PRME.”
Moreover, Faiz Shah, the Director of the Yunus Centre, which works to build networks promoting sustainable work, poverty alleviation and social business, spoke about how universities can help connect business in their communities. He highlighted that a consequence of the pandemic was the realization that small businesses can be players in a global market because of modern globalised communication, however, the success is dependent on partnerships.
DMU has twice been chosen by the UN as a global hub for SDG 16, the promotion of peace justice and strong institutions and a big part of this status has been down to the creation of strong partnerships across HE to share practice in supporting refugees in local communities.
Hosting the final day was Professor Simon Oldroyd, DMU’s Pro Vice-Chancellor Sustainability, who summed up the conference’s aims, “The purpose of this conference is to connect networks and ideas to try and enact real change. It’s powerful partnerships with industry which move us towards the SDG goals.”
Experts on blockchains also spoke at the event and outlined how the emerging internet economy could help make the distribution of wealth in society fairer.
"Behind sustainable choices is not the actual sustainability of the company, organization, or brand, but the sustainability experience," writes Timo Järvinen, CEO of the Finnish empathy analytics company NayaDaya Inc.
If we split the core of sustainability, in addition to the ecological, social, and economical consequences of our actions, we will find something that has a decisive impact on people's behavior, business success, and sustainable development.
This other aspect of sustainability is experience. Sustainability is an increasingly important part of the customer and employee experience. Customers and employees appraise the sustainability of companies, organizations, and brands in relation to their own values. Appraisals lead to subjective meanings and emotions – thus creating an emotional experience of sustainability.
Emotional experiences have a decisive impact on behavior – as do sustainability experiences. We have seen this especially recently. Emotions make us ignite, participate, and commit to things that represent the world we believe in. The emotions within the experiences of sustainability can also cause the opposite: avoidance, resistance, and even aggressive behavior.
From the point of view of companies and organizations, the effects of sustainability experiences are at best seen as traction and retention, or even as a competitive edge. At worst, they can cause loss of customers and employees.
If a company, organization, or brand wants to succeed and be a part of change toward a better world, sustainability experiences are critical to the success of its mission. We must accept that, for example, behind sustainable consumer choices is not product sustainability but rather consumer sustainability experience.
People are not able to react to anything other than the experiences produced by their own judgment.
A company or an organization needs to identify the essential parts of its sustainability to its customers and employees. It is beneficial to find out how elements of the sustainability experience affect behavior. By strengthening engaging elements and fixing or transforming the causes of stagnation, avoidance, and resistance, people are involved – this way it’s possible to create value for customers and employees, strengthen loyalty, and promote a sustainable, profitable growth.
Sustainability must be built, and the sustainability experience managed responsibly. However, this self-evident idea is not so self-evident after all. As people do not react to sustainable actions but rather to their sustainability experiences, it is possible to influence their experiences and emotions in ways that are not responsible but aim only to create images.
Recognition of authenticity contributes to healthy development. Companies, organizations, and brands that embrace sustainability as a key guideline and a part of their DNA implement these principles in all their operations and communications. When deeds and words meet each other and people’s values, the result is hope for the better, trust, change, and ultimately, success.
Sustainability is the way to a better future and competitive edge, but it is often full of curves and pitfalls. We must accept that sustainable actions do not always evoke positive, engaging emotions. It is not sustainable to always do and say what people wish and want to hear.
The consequences of acts of sustainability can be contradictory. Sometimes they mean cutting personal interests, which causes negative reactions. Sometimes the public and social media deal with events in ways that don’t do justice to real efforts.
In all circumstances, it is helpful to identify the customer and employee experiences and reactions. Collective empathy and data are needed to identify emotions as well as their root causes and consequences. The answers are not found on social media, where the loudest voice is often held by a relatively small number of people.
Communication is needed to manage sustainability experiences – not just to evoke images but to portray boldly and uncompromisingly the reality. From time to time, we all need to be steered into the right direction. Sometimes we must give up our own interests here and now so that all people, including future generations, will have hope.
The power of compassion should be better harnessed to engage and involve customers and employees.
The author of the blog post is Timo Järvinen, CEO of the Finnish empathy analytics company NayaDaya Inc.
Timo Järvinen, tel. +358 40 505 7745, timo.jarvinen@nayadaya.com
All are welcome to these free events at the DMU Dubai Campus and online. Register now for the Conference and Gala. See the event programmes here.
The Conference, Forum and Gala are a collaboration between the UN PRME MENA Chapter member academics, their institutions and De Montfort University Dubai. The event will investigate the possibilities for leveraging change through responsible management and leadership – and will focus on the application of SDG nexus approaches to establish good practices in order to provide a roadmap for creating better partnerships.
This forum aims to be a catalyst for the development of projects and papers through the partnerships established as the legacy of the conference, to strengthen the connection and collaboration of the PRME MENA Chapter Network and UN Global Compact Networks.
To register for the Conference and Forum – or for the Gala (which requires a separate registration) please go to: PRME Conference & Forum Registration - or for the final day Conference Gala Event go to the PRME Conference Gala. All Attendance is free. Once registered you will receive directions for in-person and online attendance.
SDG 17, Partnerships for the Goals is a key SDG that enables the implementation of all SDGs. Achieving the goals Partnership requires a nexus approach to understand and develop methodologies for change. Businesses, governments and institutions will need to undergo systemic changes beyond the limitations of individual organizations or industries by removing their jurisdictional boundaries that resonates especially with SDG 16, Peace, Justice and Strong Institutions. This will require higher levels of partnership focusing on linking the implementations of SDGs and engaging with all the stakeholders. The level of partnership and integration is expected to grow as we face unprecedented challenges.
Resources:A Nexus Approach for The SDGs: Interlinkages between the goals and targets
Websites: PRME MENA Conference & DMU Dubai PRME Conference
Enquiries & Press Info: prme.mena22@dmu.ac.uk
Expo Gala Enquiries: dmuevents@dmu.ac.uk
Press Enquiries: prme.mena22@dmu.ac.uk
Strategically located in Dubai International Academic City with a purpose-built, independent campus building, DMU Dubai welcomes students from all backgrounds and offers a perfect combination of high-quality teaching, excellent facilities and a fantastic student experience.
The sessions during the Open Day will encourage prospective students to participate in subject-specific talks, speak to academics, industry professionals, and current students, understand application procedures and admission pathways. Future students can explore the state of art facilities firsthand, including interactive learning spaces, design studios, mechanical and electrical labs, moot court, sports facilities, multi-purpose auditorium, library, and on-campus accommodation facilities.
The Open Day is another great opportunity for eligible students to apply for the university’s excellent scholarships. A wide range of student demographics is covered by the DMU Dubai Scholarship Programme and they fall under family discounts, international students' discounts, sports scholarships, community engagement scholarships, students with determination, merit scholarships, corporate discounts, full advance fee scholarships and early bird discounts.
De Montfort University (Leicester) has been ranked in the top 20 universities for graduate prospects in The Sunday Times Good University Guide 2020 and previous DMU graduates have gone on to win Oscars and work with organisations such as the BBC, HSBC, Nike, BMW and the NHS. DMU Dubai students will be offered the opportunity to transfer their studies to the UK campus at any point of the academic year to experience diversity and exceptional international career support by DMU Works, DMU Leicester's careers and employability service.
Manjeet Ridon, provost, DMU, said: “We know that regardless of discipline, developing graduates for successful trajectories beyond university is of critical importance. Enabling our graduates to have a positive impact, whether that be through creating value that is economic, social, cultural, or environmental – or indeed a mixture of each is the embodiment of our success.”
Admissions are now open for September 2022 intake at DMU Dubai for the foundation, undergraduate and postgraduate programmes that include: International Year Zero (with subject pathways), BA (Hons) Fashion Communication & Styling, B.Sc. (Hons) Psychology, BA (Hons) Business and Management, BA (Hons) Interior Design, BA (Hons) Accounting and Finance, Law LLB (Hons), BSc (Hons) Cyber Security, B Eng (Hons) Mechanical Engineering, and MBA (Global). Along with this existing bouquet of academic programmes, the university has extended its offerings to employability-oriented programmes which include BSc (Hons) Architecture, MA Human Resources Management, MSc Artificial Intelligence and MSc Strategic and Digital Marketing, among others. To get more information on all programmes and facilities visit: Undergraduate and Foundation courses (dmu.ac.uk)
To know more about Open Days or to arrange a personalised campus tour, please contact DMU Dubai.