It will be the most important skill going forward... Also, if you are over 35 or don't have at least a masters degree you will lose points even before the test begins. If you are over 60 you will be retiring soon.
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PowerPoint is not used much anymore. Most presentations are done on Teams with screen sharing using Excel and Power BI to engage audience and demonstrate data fluctuations and dashboards. Presentations are now more interactive-based where apps are used live. PowerPoint is okay but not as effective for communication.
Any company that chases it's stock price is also toast.
If a company is in a situation to test power point proficiency of its employees, then everyone knows the company is toast.
This had 7 comments, now they're gone. The site is deleting comments.
Let's look at reality, in2016 before ACT Intel was at least 2+ years ahead of the competition in process technology and products maintaining the lead. ACT comes in to play, 4-5K employees were let go for what were random reasons on day one. Prior to 2015 managers and employees actually had discussions about the benefits they liked better like increases in base salary over stock or increases to bonus and managers rewarded people accordingly. Then 2015 and 2016 happened. I know high performing people who were let go because they didn't get stock in their review, even though that was an arrangement with their manager. Managers even at the VP level couldn't reverse the decisions. In 2016, 4-5K got walked on the first day. A few thousand more were told they would be next if they didn't accept the VSP that was offered. A third group was people who were totally safe but were for a qualified retirement package. The vast majority of people who left in 2016 were safe but chose to leave. In fact more people left than Intel projected by a lot, and extremally senior people left in areas like TD where it is incredible import to pass down learnings on previous technology processes. By 2018 Intel was 2 years behind TSMC in process technology because the PHD RCGs that the bean counters said could deliver didn't. Intel has been behind since then. I would say Intel is fighting back but that isn't the case PC and demographics were more important. If there was discrimination in hiring and promotions in the past it should have been stopped. Qualifications and skill should have been the metrics going forward but that wasn't the case. Instead Intel chose to artificially influence hiring and promotions. AKA, discrimination. If Intel had a problem with discrimination the solution shouldn't have been to implement a new PC form of discrimination.
The best qualified person should get the job regardless of age, s-x, se-ual preference, or who they know. This isn't Intel policy so seeya later Intel... The truth always comes out.
There some weird HR trolling going on here trying to throw people off topic, this is when you know you are over the target.