Innscor Africa Limited (INN.zw) listed on the Zimbabwe Stock Exchange under the Industrial holding sector has released it’s 2015 interim results for the first quarter.For more information about Innscor Africa Limited (INN.zw) reports, abridged reports, interim earnings results and earnings presentations, visit the Innscor Africa Limited (INN.zw) company page on AfricanFinancials.Document: Innscor Africa Limited (INN.zw) 2015 interim results for the first quarter.Company ProfileInnscor Africa Limited manufactures and markets fast-moving and durable consumer products in Zimbabwe and exports to international markets. The company is primarily involved in maize milling and the production of stock feeds, edible oils, baker’s fat and pork products; as well as poultry, table eggs and day-old chicks. A subsidiary division manufactures and markets a range of plastic carry bags, televisions, refrigerators and other general household appliances and consumables such as rice, dairy, candles and beverages. Innscor Africa Limited was founded in 1987 and its operations comprise National Foods Holding Limited, Colcom Holdings Limited, Irvine’s Zimbabwe (Private) Limited, Bakeries, Appliance Manufacturing, Natpak (Private) Limited, Profeeds (Private) Limited and Probrands (Private) Limited. Innscor Africa Limited is listed on the Zimbabwe Stock Exchange
Photographs: Shannon McGrath Manufacturers Brands with products used in this architecture project Projects Maben Group CopyAbout this officeClare CousinsOfficeFollowProductsWoodSteelConcrete#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesPublished on July 15, 2014Cite: “Brick House / Clare Cousins” 15 Jul 2014. ArchDaily. Accessed 11 Jun 2021.
Ads and articles promoting travel to Cuba seem to be everywhere. Didn’t President Barack Obama announce a new relationship with Cuba on Dec. 17? Didn’t that mean the U.S. blockade of Cuba, a relic of the Cold War, was over?Not so fast! The U.S. economic, commercial and financial blockade of Cuba is in full force and effect! And so are U.S. restrictions on U.S. residents traveling to and spending money in Cuba.Respectful, equal and professional discussions between the U.S. and Cuba are working at formalizing diplomatic relations. This means having open and direct communication or a working relationship on issues of mutual interest, like hurricane warnings, and on international health emergencies, like the Ebola epidemic in Western Africa. Such discussions mean progress and are a victory for the Cuban Revolution, which is already a respected international partner around the globe.But these limited discussions fall short of overcoming the severe, illegal and reprehensible web of laws and regulations that make up the blockade of Cuba. Washington’s small steps forward detract attention from its continued measures to undermine Cuba’s sovereign decision to build socialism. These measures include the blockade, which the U.N. General Assembly votes overwhelmingly to end each year.Three steps forward, with limitationsOn May 29, Secretary of State John Kerry officially signed papers removing Cuba from the U.S. “terrorism” list, a unilateral designation for states Washington is hostile to. Kerry’s papers included no apology, much less reparations for the harm done to Cuba by the terror campaigns launched from U.S. soil. Admitted terrorist and convicted bomber Luis Posada Carriles and others live free in Miami today, protected by U.S. imperialism.Regarding travel to Cuba, U.S. residents still cannot buy an airline ticket from a U.S. airport to a Cuban airport without filling out an affidavit and pledging to keep all records of the trip available for government inspection for five years. Plus the trip cannot be a “vacation,” as vacations to Cuba are expressly prohibited by U.S. law.Because of U.S. restrictions, the Cuban Interests Section in Washington, D.C., has had to operate without a bank account for more than a year. A Florida bank has finally agreed to accept its business. According to Cuba’s chief negotiator in the discussions with the U.S., even this step forward had to receive a U.S. license in compliance with U.S. blockade regulations.Although Obama announced on Dec. 17 that Mastercard and Visa issued by U.S. banks could now be used in Cuba, the fine print still leaves the decision to the issuing bank based on blockade restrictions.Cuba is not our enemySigned in September 2014, Obama’s Presidential Determination letter renewed sanctions on Cuba for another year, under the 1917 Trading with the Enemies Act. Without further action it will expire Sept. 14, 2015, and with it authorization for the Treasury Department’s Cuban Asset Control Regulations.Reactionary U.S. representatives have attached amendments to transportation and appropriations legislation in the U.S. House in an attempt to reverse some of the measures Obama took to restore diplomatic relations with and liberalize travel restrictions regarding Cuba. The president may still have to veto these if they are passed. Why not just repeal the Helms-Burton Act — signed by Democratic President Bill Clinton in 1996 — which codified the blockade into law?The Venceremos Brigade and IFCO/Pastors for Peace, which over decades have challenged all regulations by traveling to Cuba, demonstrate that Cuba is not our enemy. This summer these groups once again assert their right to freely travel and associate with the Cuban people without an affidavit, a license or a pledge to abide by the Treasury Department’s Office of Foreign Asset Control requirements.Obama can do moreBut Obama himself has not done everything he has the power to do. In a Feb. 12 Granma interview, Josefina Vidal, director general of the U.S. division of Cuba’s Ministry of Foreign Relations, said, “The blockade has not ended. … The president of the United States has options, I would say unlimited, to gut the blockade of its fundamental content. According to the attorneys who are advising us on this issue — because it is a question which has its complexities from a legal standpoint – there are only a few questions which the president cannot modify, because they are prohibited by law. …“Tourism in Cuba is prohibited by law [and] commerce with Cuba by subsidiaries of U.S. companies in other countries. …“Obama could tomorrow, for example, using his prerogatives, permit a U.S. company to do business with Cuba, trade in both directions, both export and import; … allow other non-agricultural products to be sold to Cuba on credit; … permit, for example, that products from other countries, manufactured with Cuban raw materials, be imported to the United States.“It cannot be expected that in order to improve relations with the United States, or to advance in this long, complex process toward normalization which we have before us, that Cuba is going to negotiate questions of an internal nature, in exchange for a policy change on the part of the United States, when [the U.S. itself recognizes] that it has failed. Nor are we going to negotiate questions of an internal nature, of Cuban sovereignty, in exchange for the lifting of the blockade.”Read the full Granma interview at tinyurl.com/p2xorhv. To contact the Venceremos Brigade, visit VenceremosBrigade.net; for IFCO/Pastors for Peace, visit IFCOnews.org.FacebookTwitterWhatsAppEmailPrintMoreShare thisFacebookTwitterWhatsAppEmailPrintMoreShare this
WhatsApp Pinterest ECISD, Life Center, Texas Tech recognized for health education efforts Dr. Moss Hampton, who is on the executive board of the Texas Campaign to Prevent Teen Pregnancy and chair of the Department of Obstetrics and Gynecology at Texas Tech health sciences, said he is proud of the collaboration that exists in Ector County.The Texas Campaign to Prevent Teen Pregnancy was established in 2009 and is a nonpartisan, nonprofit education and advocacy organization dedicated to reducing the rate of unintended teen pregnancy in Texas.Hampton said Tuesday the organization has worked to create constructive dialogue about teen pregnancy, adolescent sexual health and effective preventive strategies. The annual community partner award celebrates fellow organizations that have committed to outstanding work in the prevention of teen pregnancy, Hampton said.“I think it’s especially rewarding for the campaign to recognize what we’ve done in Ector County,” Hampton said. “We really have a very unique collaborative with The Life Center, with Ector County Independent School District and with Texas Tech in our presentation of the sexual health curriculum that is in ECISD. It was amazing to me to hear that we presented our educational programs to 12,000 ECISD students. I think that just shows how large our scope has become and how many lives we really try to reach in our grades five through 10.”The basis of the curriculum is Big Decisions started by Dr. Jan Realini in San Antonio.Hampton said it is an effective curriculum and it is fulfilling to see that the teen pregnancy rates in Ector County have dropped.“I think that’s something that we can be very proud of. Do we have work to do? Absolutely because teen pregnancy is decreasing across the state and across the nation,” Hampton said.In Texas, the rate is 54 per 1,000 and nationally, he said it is about 24 per 1,000.“… We can’t stop doing what we’re doing, but we are making progress and I think this is great data to share with our community, with the school district, and like I say, (it’s) just a very proud moment for me to be able to bring this recognition to The Life Center, Ector County Independent School District and Texas Tech,” Hampton said.Life Center Executive Director Judy Rouse said the interaction between Texas Tech and her organization began in 2010.Obstetrician-gynecologist Dr. Elisa Brown had an idea to integrate some medical components into what The Life Center offers, Rouse said.She said what’s effective is that Big Decisions involves a holistic approach taking in their physical, intellectual, emotional, social and spiritual aspects.“We talk about spiritual from the context of we have a soul, we all make decisions right and wrong. When you begin to incorporate that whole person in an interactive kind of venue, all of a sudden the kids’ eyes light up. You care! I value myself, so we come from a perspective of respect yourself, your body and others and that is what the kids begin to really grab hold of — their value,” Rouse said.“They listen a little bit because they feel affirmed and now they can listen to what we say together about protecting this wonderful person that you are. No matter what their demographic, no matter what their family situation is they can own the fact that I am a valuable person; I don’t have to be bullied; I don’t have to be talked to this way. I have a choice to make good choices for myself. That’s really, I think, the heart of our message,” Rouse added.Brown said the curriculum tries to teach students the facts and use the scientific names of body parts.“We want them to understand the science of it, so there are no more myths,” Brown said.She added that classes also are provided for parents. It is explained to parents that the research shows that talking with your children about the reality of their sexual health does not invite them to be active.“It actually kind of invites them not to,” Brown said.Lisa Platner, director of the community health education office at Texas Tech health sciences, said they use the five pillars of community, clinical linkages, the youth themselves, parents and education.“We have also gone as far as to create a coalition that we want to be for the whole Permian Basin, not just Ector County. … The coalition works on the different pillars and how we react to the community, as well. That is something that is open to community. You don’t have to be from the Life Center, Texas Tech or ECISD. It’s for all of the community,” Platner said.ECISD PE and Health Coordinator Michael Neiman, Student Health Advisory Council liaison to the school board, said three years ago SHAC asked trustees for permission to involve community partners in the program.“We started a subcommittee in our SHAC. Dr. (Dawn) Weaks has been the chairman the last two years. She’s done a great job of getting agencies, clubs and groups in town to actually take the same curriculum we’re using and put it into their programs,” Neiman said.Weaks is co-pastor of Connection Christian Church of Odessa.In this way, students are hearing the same information so kids are hearing the same information at church and other agencies they go to, he said.One of the recommendations from SHAC to the board this year will be to offer a refresher course to juniors and seniors before they head out into the world. Local NewsEducation The partnership between Ector County Independent School District, Texas Tech University Health Sciences Center and The Life Center has earned them a Texas Campaign to Prevent Teen Pregnancy’s 2018 Community Partner Award.Although word of the award has been out for a while, the three agencies recently made a formal announcement during a news conference in the ECISD board room.For 2018, teen births were at 76 per 1,000 for girls age 15-19, figures from County Health Rankings say. The high point was 2012 when teen births were at 99 per 1,000.Since then, the rates have declined slowly from 98 per 1,000 in 2013, to 96 per 1,000 in 2014 and 2015. The figure was 93 per 1,000 in 2016 and 89 per 1,000 in 2017. Facebook WhatsApp Previous articleOPD ready for graduation weekendNext articleOncor warns against scammers admin Twitter Twitter Ecisd pe and health coordinator Michael Neiman speaks at a news conference May 22, 2018, in the ecisd administration board room about the Texas campaign to prevent teen pregnancy community partner award. Pinterest Dr. Elisa brown, ecisd health and pe coordinator Michael Neiman, life center executive director Judy rouse and dr. Moss Hampton pose for a photo with the community partner award they received from the Texas campaign to prevent teen pregnancy. Facebook By admin – May 23, 2018 1 of 2
Previous articleWe just want to keep Derry’s history in the Cup going – ParkhouseNext articleInvestigations into theft of tricolours from Lifford bridge continuing News Highland Facebook By News Highland – August 6, 2019 FT Report: Derry City 2 St Pats 2 Derry draw with Pats: Higgins & Thomson Reaction Pinterest Twitter Important message for people attending LUH’s INR clinic Proposals to transfer the ownership of Derry’s historic walls to Derry City and Strabane District Council have been met with opposition.The Walls are owned by the Honourable Irish Society which built the Walls between 1613 and 1618. The Walls were then placed into formal guardianship in 1955 and the Department of Communities is currently responsible for its management and conservation.Ulster Unionist Councillor Darren Guy has voiced his opposition.He says the cost implications of the Council taking ownership of the Walls would not be financially viable:Audio Playerhttp://www.highlandradio.com/wp-content/uploads/2019/08/guy1pm.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. RELATED ARTICLESMORE FROM AUTHOR DL Debate – 24/05/21 Twitter Pinterest WhatsApp Proposals to transfer ownership of Derry’s walls to DCSDC opposed Facebook Google+ Google+ News, Sport and Obituaries on Monday May 24th WhatsApp AudioHomepage BannerNews Arranmore progress and potential flagged as population grows
Previous Article Next Article As it strives to earn its strategic label, HR is beingsupplied with new analytical tools. But in order to assert itself in thisbusiness intelligence role, the profession needs to learn to use the softwareto its advantage. Keith Rodgers reportsIt is not often that a rank outsider emerges to take control of a majorslice of the IT industry but software firm Siebel Systems has done just that.Building from its roots in sales automation software, the company has come todominate the fast-growing customer relationship management field, forcingsoftware giants such as Oracle, SAP and Peoplesoft into a battle for secondplace. Siebel spotted a growth opportunity, grabbed it and, through adroitmarketing, won a dominant position. Siebel’s story is particularly relevant to human resources because thisyear, for the first time, it has turned its attention to the field of humancapital management. Although its current offerings are relatively rudimentary,especially when compared to the deep functionality offered by more establishedenterprise software suppliers, its vision is clear – within three years itbelieves HCM will be as big an application area as the customer relationsmanagement sector it services. While rivals and analysts alike have cast doubt on Siebel’s ability to playcatch-up in the HR sector without making acquisitions, its strategy underpins agrowing trend in both the IT industry and business at large. Historically, software providers have tended to compartmentalise theirapplications – building modules that focus on functional areas such as finance,HR, manufacturing and logistics. While developers such as SAP – which dominatedthese back-office areas in the 1990s – built enterprise-wide suites thatallowed easier integration between the modules, the functional mindsetreflected the management thinking of most companies. Organisations werestructured around largely self-contained departments, and softwareimplementations reflected that status quo. Today, however, these boundaries are being blurred. Customer management, forexample, was typically seen as a “front-office” activity, spanningsales, marketing and customer services. Now it is clear that finance plays akey role (particularly in measuring customer profitability) as does supplychain management – the processes that deliver the goods promised to customersby sales and marketing. Similarly, HR is being encouraged to move out of its process-oriented bunkerand get close to the heart of the enterprise, working at the cutting edge withline managers. The software industry has responded by focusing on improving theflow of data across organisational departments. As a result, three significant trends have emerged in IT HR. First,process-centric work, such as payroll and recruitment admin, is perceived asroutine in corporate eyes – even though many specialist applications arebecoming increasingly sophisticated and merit close attention. For mostorganisations, the more that can be automated the better, since this, intheory, frees up HR staff to do more strategic work. Second, in order to be strategic, HR needs new analytical tools to supportits decision-making and align its goals with corporate objectives. And thirdly,as the barriers between departments crumble, human capital-related decisionsare no longer the exclusive domain of HR, which means line managers requiretheir own HR-related analytics as well. Much of the IT industry’s focus, in terms of software, is delivering thiskind of business intelligence, both in toolsets that users can deploy to buildspecific applications, and in pre-packaged software products. In the human resources field, the leading vendors are rolling outsophisticated analytic applications ranging from cost measurement to predictivemodelling, most of them aimed at business users rather than technologyspecialists. In other departments, internally focused customer management applicationsare also helping organisations measure HCM competency and performance in areassuch as sales, marketing and customer service. It is still relatively early days – customer reference sites for the morerecent HR analytics applications are not easy to come by – but the businessbenefits are already starting to be proven. But to succeed with these tools, companies have to take an organisation-wideperspective of their business intelligence strategy, which has importantramifications for HR. In a recent report, From Strategy to Action: Linking Analytic andOperational Applications, industry analyst IDC warns that it is important toestablish an enterprise-wide foundation before tackling departmental analyticneeds. “The mistake organisations often make is to try to build anenterprise system by appropriating funds for separate analytic applications –first marketing, then supply chain optimisation, and so on. “But this is a risky strategy. Starting with process-specificapplications, rather than the framework, companies run the risk of acquiring aset of disconnected applications,” the report says. The logic of this argument is enforced when you consider the applicationsavailable. IDC identifies a hierarchy of three different types of analytics(see box) of which the second-tier – process or functional analytics – are themost immediately relevant to HR. Here, enterprise vendors such as Peoplesoft,Oracle, SAP, JD Edwards and Lawson, which provide the back-end HRMS engine forHR processes, are building a range of tools and applications to provide furtherintelligence to the HR function. Their suites – typically named as variations around the “WorkforceAnalytics” theme – allow for headcount planning, cost simulation andforecasting, employee turnover analysis, recruitment effectiveness,compensation planning and so forth, often reinforced with external benchmarkingdata. As well as the HRMS suppliers, traditional business intelligence specialistsare also playing for user mindshare in this space. SAS Institute, for example,provides a range of applications, including an HR-specific scorecard. Significantly, these suppliers are making big steps to extend HR analyticsbeyond its traditional boundaries. SAS is working with Saratoga Institute toroll out content roadmaps that put HR events into a wider business context,bringing the HR manager closer in thinking to line managers. Betty Silver, strategy manager for human capital solutions at SAS, pointsout, for example, that involuntary turnover is generally measured from an HRperspective in terms of the cost of hiring and training replacement staff. For a business manager, however, losing a key individual may be far morecritical if it means a product cannot be delivered on time. The roadmapsexamine possible outcomes from different scenarios, and in some cases offerremedies. These applications are complemented by a range of other process analyticsthat at first sight appear to be outside the remit of HR, but in fact relate toenterprise-wide human capital management. The biggest growth area for the analytics industry is CRM, and while many ofthe applications coming onto the market focus on areas such as customerprofitability, a number are geared to managing individual and departmentalperformance in areas such as sales, marketing and call centres. Because performance measurement is the foundation for employee management,HR can, and should be, playing a role in deploying them – particularly as manyof these applications will lead to fundamental shifts in the way employees aremanaged and compensated. Sales staff, for example, have traditionally beenmeasured on the revenue they bring in, rather than the net profit that thesales generate. Switching compensation to a value-based model, which may actively discourageemployees from selling favoured lines, is a major issue that requires skilledHR input. In practical terms, this means that many of the CRM analytics offeredby vendors such as Siebel, Peoplesoft, SAP and Oracle need to be considered aspart of an overall HCM analytics strategy. While these process analytics offer the most immediate benefit, it is IDC’stop tier – strategic analytics – that ultimately delivers most value at boardlevel, and which will potentially play a role in binding the HR function to theheart of a company’s activities. Both Peoplesoft and SAP are preparing tolaunch a range of planning tools in Q4 this year, which take theseenterprise-level analytics to their next stage. SAP will release an enterprisemanagement tool that looks not just at costing, but at skills deficiencies, andthen puts plans into effect to tackle them. Capability planning “People are now taking this more seriously,” says Mark O’Dowd,head of HR solutions at SAP UK. “It is not just about cost planning, it iscapability planning.” Peoplesoft, meanwhile, is preparing to unveil the third phase of its performancemanagement strategy. The first release focused on foundational information,using an enterprise warehouse as a data collection point and includingABM-style functionality. The second, introduced in January 2000, looked atoperational issues and decision support functionality in areas such as salesand HR, and incorporated balanced scorecard methodologies. According to Greg Wynne, director of product marketing for Peoplesoft’senterprise performance management division in the US, the next phase focuses onpredictive – or, more accurately, descriptive – modelling. As well as customer behaviour modelling and workforce planning, the suitewill include a business planning module, with a spreadsheet-style interfacewhich allows numerous users to collaborate around a centralised application. Itmeans, for example, that business managers can enter headcount assumptions intothe model, and the knock-on effect will immediately be apparent to othermanagers across the business. This linking of analytics with process begins to answer industry analysts’criticisms of many business intelligence applications – that they give usersvalid perspectives on their strategic goals and local activities, but don’tfeed back into the operational side to make changes on the back of them. As Stefan Rueter, director of business development in HCM at SAP’s Germanheadquarters, points out, “The pure display of information only solveshalf the problem. It comes down to the ability not just to get information, butto connect to business processes.” However, while these developments begin to address some of the shortcomingsof the HR analytics market, there is still some way to go. What do you measure? AMR Research analyst Monica Barron argues that most organisations have stillto break out of the mould of measuring cost and transaction. While it makessense to measure, for example, the cost of hiring replacement staff, whatcompanies are not doing is measuring the value of the human capital they havehired. “HR people love benchmarks and metrics – it is relatively scientific.But when you start talking about how much value do I bring? Am I worth mysalary and benefits? You need to think of other metrics to make sure people arecontributing. Companies should be doing this on a constant basis,” Barronsays. That process is difficult, since each organisation is unique. Silver at SAS Institute believes it may not be possible to produce cannedapplications that capture all this data generically. Most likely, vendors like SAS will produce a range of pre-packagedapplications and metrics that give multi-dimensional analysis of the mostsignificant fundamentals for HR managers, while more sophisticated data-miningtechniques will be applied by high-end technical staff. Ultimately, the success of all of these initiatives lies in HR’s hands andits willingness to embrace analytics – not just across other functionalactivities, but of its own performance. Enterprise performance management is the glue that bonds differentfunctional processes into one cohesive strategy: given that people underpinevery aspect of corporate activity, there is a central role waiting for HR itif chooses to grab it. Software that helps managers to manage their departmentMore sophisticated software has handed non-IT managers the tools toundertake their own analysis of how their department is runningThe emergence of human resources analytics has been fuelled by a fundamentalshift in the business intelligence community. Historically, businessintelligence tools have been highly complex, designed to be used either byskilled IT practitioners or, in the case of executive information systems,aimed at senior managers. While some of the more sophisticated analytical tools available stillrequire a large degree of IT or statistical proficiency, the emphasis is onbringing business intelligence to the masses. Not only does this empower linemanagers to undertake their own departmental analysis, it also allows companiesto spread understanding of – and responsibility for – performance throughoutthe enterprise. Industry analyst IDC breaks the analytical software market into three tiers:Strategic analytic applications These define corporate goals, using familiar methodologies such as thebalanced scorecard, and provide feedback both to senior and line-of-businessmanagers on whether the company is hitting its targets.Process-specific applicationsDesigned to measure and plan specific activities, including HR activitiessuch as recruitment and training.Foundational analyticsThe core measurement techniques are used across the company and giveconsistency to all analytical activities. They include activity-basedmanagement and a methodology for allocating costs to establish the trueprofitability of individual activities. These applications feed from a common data store which extracts data fromrelevant departments, cleans it and provides raw information for analysis. Theearly days were dogged by high failure rates, usually because projects were toocomplex. Vendors and service companies have become more adept at managing theseimplementations, and the number of success stories has risen fast. Enterprisesoftware suppliers now have well-established data warehousing strategies thatunderpin their business intelligence strategies. Related posts:No related photos. New orderOn 11 Sep 2001 in Personnel Today Comments are closed.
A novel technique is used to examine northern hemisphere midlatitude longitudinal variations in ionospheric long-term trends. Differences in hour-by-hour monthly median ionospheric parameters between equilatitudinal observatory pairs are analysed for long-term trends, thus eliminating at source the large solar cycle and geomagnetic variability that normally hinders ionospheric trend calculations. The results confirm the finding of Bremer [1998. Trends in the ionsopheric E- and F-regions over Europe. Annales Geophysicae 16, 698-996] that there are longitudinal variations in the F-region altitude trend across Europe, but suggest the influence of a stationary wave-like feature between 3 degrees W and 104 degrees E. Possible causes such as scaling errors, insufficient account of changes in ionisation underlying the F-region, varying gravity wave fluxes, and secular change in the geomagnetic field are ruled out. The data suggest that the longitudinal variation may reflect long-term changes in a large-scale stationary feature induced via non-migrating tides induced by latent heat release in the troposphere. Significant differences in the long-term trend of E-region peak plasma frequency between observatories were also found. These E-region differential trends varied with solar zenith angle reaching over 0.3 MHz per decade between Juliusruh and Moscow at midday in summer. (C) 2008 Elsevier Ltd. All rights reserved.
The organisers at the All England Jumping Course, Hickstead, have made the difficult decision to run the Royal International Horse Show under a new format for this season, due to the ongoing Covid situation and restrictions on international travel.The July fixture would normally play host to five-star international classes including the Longines King George V Gold Cup and the feature event, the Longines FEI Jumping Nations Cup™ of Great Britain, along with crowds of up to 50,000 across the six days.For this year only, the Royal International Horse Show (20-25 July) will run as a two-star international event, with showjumping classes aimed at British-based riders. The national classes at this show, such as the British Showjumping Winter Finals, will remain part of the fixture, and the Science Supplements BHS Queen Elizabeth II Cup moves to the premier position of Sunday afternoon to form the feature class of the show.The showing classes will run as normal, with a range of different sections and classes concluding in Sunday’s supreme championships.“We had so hoped to return to normality for this season, but the ongoing uncertainty combined with restrictions on travel made it impossible to run the Royal International in its usual format,” said Hickstead Director Lizzie Bunn.“Having already made the decision to run the Al Shira’aa Hickstead Derby Meeting as a national show, it’s so disappointing to also have to cancel our showcase classes from our July fixture – however the cost implications of staging a five-star international event under restricted conditions made it unviable. In addition, we normally welcome athletes from the leading showjumping nations around the world to compete at this event, but this was not going to be possible without seriously affecting all the other rings and classes.”It is hoped that some crowds will be allowed by the time of the show, but details of public attendance and ticketing will be announced nearer the time. There will be a selection of tradestands in attendance, while some hospitality options will be available. Visit www.hickstead.co.uk for more information.About HicksteadThe All England Jumping Course at Hickstead in West Sussex was founded in 1960 by Douglas Bunn, who had dreamed of creating a venue that could rival those on the continent. Hickstead soon became regarded as one of the most famous venues in equestrian sport, and it has been the venue for a number of World and European Showjumping Championships.Hickstead normally hosts two major international shows annually, but this year will hold a national show in June called the Al Shira’aa Jumping Championships (24-27 June), the two-star Royal International Horse Show (20-25 July) and the Science Supplements All England September Tour (1-5 and 8-12 September). The showground will also host its first Premier League dressage competition, the I.C.E. Horseboxes All England Dressage Festival (21-23 May). Tags: Hickstead, show jumping, All England Jumping Course, Longines King George V Gold Cup, Longines FEI Jumping Nations Cup™ of Great Britain, SIGN UP We’ll send you our regular newsletter and include you in our monthly giveaways. PLUS, you’ll receive our exclusive Rider Fitness digital edition with 15 exercises for more effective riding. Email* Subscribe to the Horse Sport newsletter and get an exclusive bonus digital edition! Horse Sport Enews More from News:MARS Bromont CCI Announces Requirements For US-Based RidersThe first set of requirements to allow American athletes and support teams to enter Canada for the June 2-6 competition have been released.Canadian Eventer Jessica Phoenix Reaches the 100 CCI4*-S MarkPhoenix achieved the milestone while riding Pavarotti at the inaugural 2021 CCI4*-S at the Land Rover Kentucky Three-Day Event.Tribunal Satisfied That Kocher Made Prolonged Use of Electric SpursAs well as horse abuse, the US rider is found to have brought the sport into disrepute and committed criminal acts under Swiss law.Washington International Horse Show Returns to TryonTIEC will again provide the venue for the WIHS Oct. 26-31 with a full schedule of hunter, jumper and equitation classes.
View post tag: Persian Gulf A 1000lb bomb has been located and destroyed by Royal Navy minehunter HMS Penzance in the Persian Gulf.Following a five-day exercise with her French and US counterparts designed to improve cooperation between the three nations, the British minehunter then worked with the French to find and blow up four pieces of historic ordnance scattered on the seabed.After a week spent scanning the search area in the northern Gulf in company with the FS Andromede, HMS Penzance – based in Bahrain as one of the UK’s four minehunters deployed to the region – found the 1000lb bomb.Despite lying 60 metres down, when detonated by a controlled explosion, it created a substantial shockwave on the surface.The minehunter had just completed taking part in Exercise Artemis Trident which tested the three navies’ abilities to detect mines and work together to dispose of them, keeping sea lanes safe from navigation.Then, having dealt with the real danger of a large bomb, HMS Penzance switched back into exercise mode by taking part in drill mines and training with the Americans and Bahrainis in the shallow waters off the coast of Bahrain.The week’s efforts were concentrated on HMS Penzance’s team of specialist divers working side-by-side with the US Navy’s Underwater Unmanned Vehicles.The Sandown-class ship – which shares her base in Bahrain with sister HMS Shoreham plus Hunt-class minehunters HMS Atherstone and HMS Chiddingfold – then moved further out to sea with the Americans’ USS Gladiator to find and recover three large orange conical drill mines.HMS Penzance is now undergoing a spot of maintenance in Bahrain to allow her to continue operations through the punishing heat of the Gulf summer.[mappress mapid=”16330″]Image: Royal Navy Authorities View post tag: HMS Penzance Back to overview,Home naval-today HMS Penzance Clears Bomb in Persian Gulf View post tag: News by topic View post tag: Navy View post tag: middle east View post tag: Naval View post tag: Bomb Share this article June 25, 2015 HMS Penzance Clears Bomb in Persian Gulf