Delta 8 THC - June 2021

If you are looking to buy Delta 8 THC and interested in trying it, there are two things you need to be aware of before doing so. There is currently legislation pending in Congress that could make it illegal to buy or sell any marijuana-related products such as THC. There have also been instances in which Delta 8 THC has been found in breast milk. The question is whether or not the plant has dangerous side effects that outweigh the benefits of buying and using the product? This article will address both issues.

Officially, Delta 8 THC is perfectly legal! Here's a quick rundown of the federal law which Delta 8 THC falls under: The 2021 Farm Bill makes most medical-related cannabis-related compounds, and so-called Cannabinoid derivative products, legal in the United States. However, in order to be considered as a federally controlled substance, the final draft of the bill required that all cannabinoids are classified as Schedule II drugs - which includes all members of the delta 9-thc chemical family. This schedule is lower than the classification, the Controlled Substances Act places on most other types of drugs, meaning that cannabis would be viewed as having fewer risks than most prescription or over-the-counter medications.

To this end, if you plan on growing your own cannabis and want to use Delta 8 THC gummies, don't be worried about violating any laws or regulations. However, it's important that you understand the federal law at the present time, as it is easy to change the landscape in the near future. While Delta 9 THC gummies won't be going anywhere soon, you can get all the information you need to start growing right away by following the tips outlined in this article.

It's true that Delta 9 THC cannabis products may not be available at the local supermarket. However, new technology has made it possible for consumers to grow cannabis plants using indoor hydroponic equipment. By utilizing this equipment, anyone can cultivate high-quality cannabis without worrying about purchasing large quantities of cannabis buds at the local store. Instead, hydroponic farmers can provide consumers with top quality cannabis products that are already grown in an indoor greenhouse. These products can be sent to any location in the world, wherever it's legal, as long as the plant is legalized. After all, cultivating cannabis plants indoors makes it extremely easy to control the environment inside the home, so long as the grower follows some safety precautions.

Delta 8 Products

  1. Delta 8 products from Area 52 are among the best gummies and delta 8 vapes for sale on the market today.
  2. Buy Delta 8 from Area 52 and enjoy a 30 day money back guarantee and free priority shipping on all carts.
  3. Delta 8 THC is a legal alternative to recreational cannabis that is available in more than 20 states where it remains legal. Delta 8 THC was recently made illegal in New York.

Best Delta 8 THC Gummies

  1. The best delta 8 gummies have been picked from more than 500 brands on the market. After trying all the companies, the list of the best delta 8 edibles has been finalized.
  2. Buy delta 8 THC gummies that are 100% legal and pay directly with your PayPal account or credit card. Delta 8 THC gummies are federally legal following the 2018 Farm Bill which decriminalized all products from hemp containing less than 0.3% THC.
  3. These delta 8 gummies for pain are made with CBC which is a cannabinoid known to reduce feelings of pain and acute stress.

Delta 8 Carts

  1. Observer writes that the best delta 8 carts in 2021 remain the Pineapple Express and Berry Gelato strains offered by Area 52.
  2. SFExaminer's list of the best delta 8 carts and the unethical brands to avoid exposes companies that don't provide full panel lab tests on all of their products.
  3. Herald Net has picked what they name the best delta 8 cartridges that money can buy, and which brands you should stay away from. The brands in the do not use list included vapes that had heavy metals and mercury.

The War Of The Skills Clouds

I’ve been writing about the explosion of Skills Ontologies from Workday, Degreed, EdCast, Gloat, Fuel 50, and others.  Well today Cornerstone, the largest provider of Learning Management Systems, just entered the war through the acquisition of Clustree.

What’s really going on?

It’s pretty simple. In today’s world of work, jobs are changing so quickly that the old-fashioned idea of building a competency model and formal job description is not keeping up. Companies need systems that can continuously identify the skills that drive success, organize and arrange these skills so people can find them, and systems that help individuals and managers develop themselves for the skills of the future.

Consider the topic of data analytics, for example, which was recently featured in Harvard Business Review. Ten years ago a data analyst had to know SQL, ETL (integration technologies), statistics, and tools like Excel. Today they need to know programming languages like R, they need to understand data visualization, and they need to be good at consulting, story-telling, and explaining the actions that come from data findings. (We detail this in the Josh Bersin Academy program on People Analytics.)

In other words, the skills for high performance keep changing.

I spent many years in marketing, where I learned about the four P’s (Product, Price, Place, Promotion), strategic positioning, competitive marketing, and other high-level topics. Today if you don’t understand SEO, CRM, social media advertising, influencer marketing, and new technologies in adtech and customer segmentation you can’t possibly succeed in marketing. And this type of shift is taking place in every other job on the planet.

As I discuss in the article about the Workday Skills Cloud, in the old world we used consultants and HR staff to figure out what these skills were. Then we put them into job descriptions, built assessments, and developed training and certification programs to teach these skills. Today these skills are “emerging” through tools like Burning Glass and EMSI and LinkedIn (who essentially crowdsource new skills by looking at millions of jobs posted every day) and a new breed of internal tools now called “skills clouds.”

What’s really new is this: the new breed of tools, like the ones I’ll mention below, are not “skills repositories” they’re “skills ontology builders.”

In other words, they identify the trending skills in your company by looking at lots of data among your employees. They “infer” skills by looking at job experiences, performance reviews, learning patterns, and the resumes of high performers. So they are, in a sense, the internal “Google Search Engine” for skills within your own company.

The big players in this market are as follows, and I think this is going to be a new “War for Skills Clouds” in the year ahead.

Workday Skills Clouddiscussed in this article, designed to curate all the skills within Workday for large companies.

EdCast – an open skills cloud and ontology-builder that embraces O*Net and a variety of models with more than 5 million content objects and millions of users’ profiles

Degreed – skills assessment engine and search engine analytics that show Degreed customers what other companies are searching for and using for training, recently acquired Adepto to expand into job mobility

Gloat and Fuel 50 – skills inference by looking at internal positions in the company and also using models like IBM’s Talent Frameworks

Eightfold.AI – skills inference, ontology builder, and skills search engine used for recruiting that looks at millions of candidates and leverages their job histories, like the Google for Candidates

LinkedIn – enormous skills cloud of skills tagged by your peers and new skills data from the LinkedIn skills assessments, and hundreds of millions of skills from all the jobs and resumes on LinkedIn

Indeed – crowdsourcing and analyzing skills in job descriptions among millions of new jobs every year

Magpie (by Filtered.com) – a search engine optimized for learning that infers skills through a “skills signature” designed to find the best content

Burning Glass and EMSI – data companies that aggregate skills from job boards around the world to give us global skills data and trends in new jobs and new roles being developed every day

Cornerstone – now entering the private skills cloud market through the acquisition of Clustree.  

A few important new stories.

First, CornerstoneOnDemand, which has the largest user base of any learning company, is now going into this market with a vengeance. Clustree is an AI company that can match the 13 million skills Cornerstone has already identified to jobs in multiple languages. And because the company has deep and detailed data on millions of learning offerings, they will be among the first vendors to match skills to content and jobs in an integrated way.

Second, EdCast has built a very powerful skills Ontology-builder. Through their work with Nasscom (the largest IT network in India), the country of France, and other large government networks, they have one of the largest databases of skills information and have an AI-based engine that can bring informal skills models (O*Net, IBM Talent Frameworks, company-developed models) and map them to global skills.

Third, we can’t count out LinkedIn. While LinkedIn’s skills model today is based on tags and recommendations, under the covers LinkedIn (and Microsoft) have real-time data on the jobs of the future, because every time you add a job to LinkedIn the company sees what skills you’re looking for. And the company’s new skills assessments make it even more powerful.

A New War for Learning Tech

In many ways, this is a new front on the multi-billion dollar war for learning and HR technology. The Skills Cloud is the new core of a human capital system, because it tells you how to hire, it tells employees what they need to learn, it tells managers how to coach and improve performance, and it tells the company where the organization is strong, weak, or falling behind.

Think about a merger or acquisition. If you could match your company’s Skills Cloud to the target company, you could immediately see the places of value add. When you do a reorganization you could see how much reskilling is needed. And as you look for new leaders and high performers, you could see what skills they have and then point others to this model to help the company grow.

This is a fascinating and hugely important trend in business, technology and HR.

Stay tuned for more. I will keep you up to speed on this whole market and we will be launching a whole program on Jobs and Careers in the Future of Work in the Josh Bersin Academy in a few months.