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    15 Ways To Help Your Team Be More Innovative At Work

    Genuinely Care About Others

    Most of us have heard many different versions of what needs to precede a profitable business relationship. Some are valid, and others are not. From personal experiences, I know only one that has worked consistently and is independent from the latest fad: genuinely caring about the person. It is not sexy and doesn’t require some elaborate setup, but it has never let me down. – Kamyar ShahWorld Consulting Group

    Originally published at https://www.forbes.com/sites/forbescoachescouncil/2019/09/20/want-to-build-better-business-relationships-focus-on-these-12-actions/#c4e2b4f5b15c

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    Start With A Base Retainer And Scale Up  One of the methods I have seen work is having "skin in the game." Such an approach would include a base retainer and a progressive scale of profit-sharing based on actual results. Of course, this can only be done if the freelancer is truly convinced of their ability to initiate and execute changes that lead to higher profitability. - Kamyar Shah, World Consulting Group

    Start With A Base Retainer And Scale Up

    One of the methods I have seen work is having “skin in the game.” Such an approach would include a base retainer and a progressive scale of profit-sharing based on actual results. Of course, this can only be done if the freelancer is truly convinced of their ability to initiate and execute changes that lead to higher profitability. – Kamyar ShahWorld Consulting Group


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    Know Your Audience: 15 Strategies For Creating Your Ideal Client Profile

    Interact With Clients Face-To-Face

    When considering all the available tools and methods, it is easy to forget that end users are human beings that can’t be reduced to ones and zeros. Though it may be considered outdated, I have found that there is no real replacement for face-to-face interactions. Lack of resources may prevent face-to-face interactions, but it should be considered the top method in truly understanding customers. – Kamyar ShahWorld Consulting Group

    Originally posted at https://www.forbes.com/sites/forbescoachescouncil/2019/09/24/know-your-audience-15-strategies-for-creating-your-ideal-client-profile/#59c63e971597

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    10 Traits Any HR Professional Should Possess

    A solid HR department is critical for a successful and powerful organization, regardless of a specific industry or profile. HR practitioners have essential responsibilities within a company, from interviewing candidates for different job positions to ensuring employee satisfaction.

    Considering the fact that a business’s employees are the ones to drive profit and competitiveness, companies need to staff their HR department with professionals who can help find and keep the best talent. As an HR representative, you should hold a variety of characteristics that permit you to support the entire workforce of an organization.

    Whether you have been working in HR for a while and want to perfect your abilities, or you are interested in entering this field and want to know what it takes, you should have a clear understanding of the most important qualities to possess.

    While each organization might have slightly different requirements, the following qualities remain relevant in all scenarios, and any HR practitioner thriving for success should have:

    1. Expertise and knowledge in Human Resources

    Let’ start with the most important aspect here and that is having expertise and knowledge in human resources. In order to become a successful HR manager or specialist, you will be required to hold an educational foundation in this field of practice.

    A bachelor’s degree will allow you to enter this particular domain, and a master’s degree can help you obtain the career development you are targeting. However, in addition to these standard qualifications, as an HR professional, you should display a commitment to remain up-to-date with the latest trends, and the best ethics and practices in this profession.

    Your expertise and knowledge of HR, in general, will allow you to stay dedicated and disciplined, and effectively deal with any potential challenges that could regularly arise within the organization you’re working in.

    2. Multitasking Abilities

    Fine-tuning a recruitment strategy, answering questions about vacation days, responding to potential staff complaints – an HR professional needs to tackle a variety of tasks on the daily. That means you should have the abilities necessary to multitask.

    In HR, new issues can arise periodically. If you are unable to carry out several responsibilities at a time, you can easily get overwhelmed and might fall behind on your work. An organization’s requirements can evolve and shift, so dealing with different employee issues is likely to happen regularly. That is why multitasking has become a key consideration for businesses when selecting a new member for their HR department.

    “Resolving an employee conflict the same day you are interviewing a candidate for an important in-house position is an example of scenario HR representatives face. A successful professional in Human Resources is able to handle two or several problems at the same time” – explains Denise Batt, an HR manager at Studious.

    3. Strong Communication Skills

    To achieve success in HR, you should possess the ability to effectively communicate with different audiences. On an average workday, you will be interacting with staff, business executives, job applicants, etc. To appropriately engage in interactions with a wide range of people, you should fine-tune this skillset continuously, regardless of the exact audience you are communicating with.

    Both your oral and written communication skills should be on point. You should use a professional tone, be concise and clear to employees and superiors on all levels. Communication skills can be perfected over time. The more experience you gain, the better you will be able to interact with different individuals, but you should have your way with words from the start.

    4. Engaging Presentation Abilities

    There are situations where, as an HR specialist, you are required to carry out training sessions with employees. Whatever piece of information you will be explaining to your audience, you should be able to convey the meaning desired and help everyone understand the message. For that to be possible, having engaging presentation abilities is a must.

    You will need to put together written presentation materials, as well. These should deliver your target message in a clear and concise manner, but should also be sufficiently explanatory and free of grammar and spelling mistakes. If your abilities in this department are perfected, and you use a few writing tools and services for your written materials, such as Grammarly, Best Essay Education, and Hemingway Editor, delivering excellent presentations won’t be an issue. The purpose is to know how you can hold the attention of participants or readers.

    5. Negotiation Skills

    Determining a valuable candidate to accept a lower salary than what they’re asking, or persuading an employee to not quit their job in sensitive situations are two examples of scenarios in which you must be pretty good at negotiating. To ensure compromise is met when needed, and things go in the company’s best interest, you need proper negotiation skills.

    6. Integrity

    It’s your role to uphold equal and reasonable employee opportunities. Equity and fairness are two major factors that contribute to correct employment practices. A fundamental quality, thus, is integrity. Maintaining company information private, compiling with company programs and workforce laws, pursuing organizational strategies fairly – all of these things are relevant in the world of HR and go hand in hand with good ethics.

    7. Conflict Management Abilities

    The conflict between employees can affect the operations of a business. Managing issues that arise within certain teams of an organization falls on the shoulders of HR representatives, so having conflict management abilities can be critical. It will be your responsibility to ensure an optimal work atmosphere. Employees with different personalities should work together civically at all times to meet company goals. When conflicts or misunderstandings arise, HR needs to tackle the issues in an effective way.

    To diffuse tense situations, use your critical thinking and problem-solving skills. You must gather information from all parties involved and address each factor correctly, in order to reach possible solutions.

    8. Organizational Skills

    To complete all tasks effectively and in a timely manner, you need to be an organized individual. As mentioned above, the variety of HR tasks you need to stay on top of daily can range in complexity, and only by having exceptional organizational skills, you will manage to complete your workday to-do list.

    Because you have to joggle between doing a lot of paperwork, putting together presentations and dealing with employees, organizational abilities become a necessity in keeping up with all of your duties. Although nowadays, you have systems and digital tools that help you in the organizational department, your own abilities here remain essential.

    “From dealing with potential workplace conflict and hiring new employees to maintain office records and keeping up with new laws and regulations, HR professionals have their hands full with a lot of tasks. Developing optimal organizational skills can influence one’s career in human resources” – states Leonard Gause, an HR specialist at Pick the Writer.

    9. Courage

    While this might not be something you’ve thought about, when entering the world of human resources, courage is, in fact, a valuable trait that can influence your career growth. You will often deal with situations where you will be required to do layoffs. You will be the one to talk to employees about less popular business changes or deal with severe conflicts. To successfully overcome all of these challenges and more, being confident and firm is important. If you’re characterized by courage, this will help you a lot in your professional progression.

    10. Leadership

    An HR professional has often seen as a leader whiting a company. To fill in that specific role appropriately, you should be focusing on building leadership skills, while at the same time avoiding a micromanagement approach. Make it your objective to take care of employees, but don’t meddle and let managers control things. You should be leading and guiding individuals working in the company by being agile and understanding. Maintain a human-centric leadership style and adapt to the exact needs of your organization’s team.


    Being an HR specialist can be rewarding and satisfactory if you enjoy working with people. However, in order to actually thrive in this domain and to achieve the results you desire in your career, possessing some essential qualities is necessary. From strong communication skills to presentation and conflict management abilities, each one of the traits mentioned here is critical for success in Human Resources.

    Melanie Sovann is from the greater LA area and is a seasoned writer and blogger, passionate about a broad spectrum of topics, ranging from technology to sociology. She is currently a writer and editor at Trust My Paper and loves every second of it.

    The post 10 Traits Any HR Professional Should Possess  appeared first on Management Study HQ.

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    Create a Sales Plan That Actually Works

    True success in any business enterprise always starts with a plan. To meet sales and marketing targets, a strategic sales plan has to be devised and mapped out.

    What is a Sales Plan?

     “A sales plan is a strategy document developed to list sales strategies and map out strategies needed to achieve them in black and white“. For the most part, the said document establishes a plan for growth in revenue or other metrics for measuring success and growth in sales.

    It is designed specifically to assist in driving sales. It also gives a ‘binocular view’ on where you’re at and where you want to be in reference to your set goals. Perhaps, more importantly, it shows you how to get there.

    A sales plan is distinct from a marketing plan as it employs more direct and purposeful approaches. While marketing plans are designed to help you identify your business’ target and create strategies to reach them, a sales plan highlights in detail the exact strategies the business needs to implement to sell products and services and hence increase revenue.

    A properly developed sales plan consists of sections defining in clear terms goals, customer attributes, tools, metrics, necessary strategies, and estimated expenses.

    What Is Included in a Sales Plan?

    Business sales and growth can be unpredictable and is usually subject to uncontrollable conditions. However, a sales plan helps us gain a certain level of control over our businesses.

    The following are guidelines to follow in developing your next sales plan.

    (1) Executive Summary And Scope Of Sales Plan

    This section summarizes the goals of the business and strategies to be enforced in achieving them. It gives an overall view of the contents of the document and states the time period over which the contents of the document are valid.

    An executive summary is a brief and standard way of introducing key details of your business to potential investors. It must define what the problems, as well as needs, are in the market with a view to highlighting how you are uniquely able to solve the problems.

    An executive summary should;

    • Give people unfamiliar with your type of business and idea about what you do and the potential for you to succeed.
    • Touch on your marketing, management and financial strategies. It should also be able to show projections for your business going forward. In general, it should touch every part of the information given in your sales plan as a whole.

    It is important that this part of your sales plan is brief and direct. To achieve this, you could use bullet points, graphics or any other form of visual representation.

    (2) Define Business, Product and Revenue Targets

    This section follows the Executive Summary and clearly highlights the goals and revenue targets of your business enterprise. It may also include associated business goals such as optimizing lifecycle value through customer success programs among many others. Essentially, it should flesh out all the details provided in the Executive Summary.

    In ideal situations, you should provide more information on who you are and what you sell. In general, you should

    • provide briefs on how and when your business was formed, where it is located and its form (partnership, PLC, LLC or sole proprietorship)
    • highlight the value your product or service brings to your consumers. It should describe in concise grammar the benefits your product brings to its target population
    • detail your business goals and revenue targets. It is important that you map out what your short and long term goals and the revenue you predict to rake in at every milestone.

    (3) Appraisal of Prior Period Performance

    This section analyzes the performance of a prior period in your business or previously developed sales plan. This is done with a view to identifying mistakes as well as decisive actions that helped to arrive at positive outcomes. This would also help you in forecasting and predicting outcomes of implementing an approach.

    In general, this section is included to identify and adopt only techniques and actions that work so as to optimize subsequent sales plans.

    (4) Conditions of the market and industry

    This section provides a summary of conditions such as government policies and brand bias that might have a direct or indirect impact on sales performance.

    Also, it identifies other major players in the industry and your position relative to them. This gives you an idea of what to do differently. It also gives you hindsight on the weaknesses of your competitors for you to exploit.

    In analyzing your industry and competitors, the following points are salient.

    • Clearly establish your position in the market and document the exact niche of your product or services.
    • Project the growth of your business by studying market trends and consumer wants.
    • It is also necessary you consider the geographic limits of your market.

    (5) Strategies and Methodologies to be Adopted

    This section is perhaps the most important part of your sales plan. Hence, it should be written in very clear language. This section is designed with a view to recommending proven selling techniques, communication sequences and marketing tactics to be implemented. To get an idea of these proven methodologies, an understudy should be done on competitors in the same niche.

    The following should help you in laying out your strategies and methodologies

    • Establish a pricing strategy and stick to it. Conduct research on similar products and services and set prices for yours accordingly
    • Define in clear terms your advertising medium. Determine when and whether to use websites, television advertising, magazine publications, and banners.
    • It is essential that you document the sales strategies that have proven effective in the past.
    • You should also outline the approach your sales team would apply in the short and long term runs to generate leads and close deals.

    (6) Customer Segments

    This section includes information on renewals/referrals/upsells as well as new prospects in the market. In clearer terms, you outline your target demographics, that is, who you sell to, the social status of potential customers and how many of those customers exist in the market.

    Take for example; if you sell feeding bottles, your target demographics would be nursing mothers.

    Also, it cites all the potential revenue generated and opportunities available for the business to exploit.

    (7) Team Capabilities and Resources

    This section centers on the abilities – strengths, and weaknesses – of the members of the team. It highlights the current state of all production inputs, including human resources, sales team, assets on ground and transport means needed to close sales deals.

    (8) Action Plans for Individuals and Teams

    In this section of a sales plan, tasks, activities, and assignments are assigned to individuals and teams. Tasks assigned include product presentation, trade fair demos, meetings, and appointments.

    (9) Performance Monitoring

    This section is included to set benchmarks and metrics for accessing performance and progress in sales. It also includes systems and processes to monitor the said metrics.

    A sales plan is not optional for a business that wants to see continuous growth. Asides its obvious benefits, it promotes diligence as well as a discipline on the part of individuals and team members.

    A documented sales plan helps you execute all your best ideas as against thought-up goals, plans, and strategies all bottled up in the head. Essentially, a plan not written is mere talk!

    The Benefits of a Sales Plan

    • A Sales Plan defines a set of sales targets for the business
    • choose sales strategies that are suited to your target market
    • A Sales plan identify sales tactics for a sales team
    • A Sales plan, activate, motivate and focus a sales team
    • budget and clarify steps you’ll take to achieve your targets
    • A Sales plan helps to review your goals periodically and improve your approaches to sales.


    In summary, a sales plan must be designed to contain goals, SWOT analysis (Strengths, Weaknesses, Opportunities, and Threats), strategies, and tactics to reach your target, among others.

    The post What is a Sales Plan? A Comprehensive Guide to Create a Sales Plan appeared first on Management Study HQ.

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    How to Write an Engaging Job Description?

    A job description is like a sales pitch for a company. Jobs descriptions should be descriptive enough to fully inform the potential job candidate, and catchy enough to attract their attention”. You need to treat a job description as a sales plan, with its separate marketing strategy.

    Job descriptions are obsolete. Well, according to Forbes, at least.

    Their article touches upon the opinion that job descriptions don’t have any value. The author of the article offers to ‘view job candidates like investors’ and completely rethink the way companies approach potential employees.

    On top of that, since the employment market is so competitive, approaching high-profile, experienced candidates with the job description are no longer effective. Top-talent candidates have a very specific screening process, and job descriptions (which are often just bland overviews), don’t have any value for them.

    We would agree with the above-mentioned statements, if not for one thing – you cannot throw all job descriptions under the bus if they are written poorly.

    So, let’s take a look at how you should approach job descriptions to make them both eye-catching and informative.

    (1) Start with an Outline

    The outline is the foundation for informative writing. Before you start with your job description, devote time to developing its structure.

    After studying over a hundred job descriptions, we found the following structures to be the most common:

    ●        Job title

    ●        Company description

    ●        Job summary

    ●        Job requirements

    ●        Salary description + benefits

    ●        Application process

    ●        Job title

    ●        Job summary

    ●        Job requirements

    ●        Company description

    ●        Salary

    ●        Application process

    The components in both structures are the same but can be placed differently up to your preference.

    However, the placement of these components may affect the readability of the job description. Meighan White, a content analyst, and HR manager at Supreme Dissertations, says that “… the choice between these two structures depends on a type of the job applicant that you want to target.”

    Thus, the first description will be more descriptive and will be a good fit for those candidates, who want to learn more about the company and their new potential place right away. The second structure is more straight-forward, with all the job details and requirements placed upfront.

    You may choose any of these two structures. However, placing the application process at the end is a must. Job applicants should know, where to send their job applications, resumes, and who to contact to negotiate the contract. More on that in the next section of the article.

    (2) Don’t Be Shy On Details

    Now, let’s start writing your job description step-by-step. In our guide, we will use the second type of structure, mentioned above.

    • Job Title

    Take a look at the following examples of job titles:

    A good job title is always straightforward. Good job titles shouldn’t include:

    • The purpose of the job – This will fit more into the job description section.
    • Job details – A job title shouldn’t contain any job details to avoid confusion. Here’s an example of a job title that looks taken out of context.
    • Buzzwords – On the examples above you can see the words superstar and multi-talented present in the job title. Glassdoor reports that such buzzwords have been overused in the past 5 years, however, they carry no value. A job title should be perceived literally, not to mention that such words can be discouraging.

    The job title is a component of the job description that requires the least details. Some job titles include job IDs and location to help applicants search for this job position on the company’s website:

    Details on job ID don’t have to be in the job title, as this information fits more in the section that describes the application process.

    As for the location, this information appears automatically in the preview to the job description, so there’s no need to duplicate it in the job title.

    • Job Summary

    Now, let’s talk about the details. The more details you include in your job summary, the more well-informed your potential job applicants will be.

    Let’s analyze, how a job summary should be written, using the following example:

    • Start with addressing applicants directly – This will allow a higher level of engagement and personalization.
    • Briefly describe job duties and place them in relation to the strategy of your company and your corporate values. This will allow potential job applicants to understand, whether their attitude and job skills are in line with your corporate culture.
    • Fruits of the labor – End with how the results of their work will positively impact the company’s strategy and how their skills can contribute to the company’s success.

    You can also break down all the information into bullet points to improve readability.

    The job summary also includes responsibilities that job candidates are expected to take on. For more engagement, break them into meaningful chunks and put them in the form of a bullet list:

    A comprehensive list of job responsibilities should be:

    • Detailed but concise – Don’t leave out any responsibilities that a particular job position should cover, otherwise you create an unpleasant surprise for a person who will occupy this position.
    • With highlighted day-to-day activities – This will help job candidates understand the work environment and what their typical workday will look like.
    • Described in relation to the organization – Point out how these responsibilities will fit into the strategy of the organization and which end result is expected.

    In the example above you can see all three points applied: a short bullet list describes the full scope of responsibilities, including daily activities, in relation to the organization.

    Note: don’t use the pronouns he or she in job descriptions. It is important to remove all gender biases throughout the job description. Try addressing job candidates directly and use them if it’s necessary.

    • Job Requirements

    This component of a job description doesn’t require any extra information except straightforward details on what education and experience job candidates should have to occupy this position.

    Let’s take a look at the following example:

    In this description, the employer took a creative approach to describe job responsibilities:

    • addressing the candidate directly – Some employers have a habit of addressing candidates in a rather elusive manner, like ‘our ideal candidate’ or ‘we expect our candidate to be’, which sounds discriminatory and creates unnecessary pressure. By addressing the candidates directly, you speak to all of them in an equal manner.
    • Outlining the key qualities right away – It is the right move to define the kind of personality the employer is looking for before listing other requirements. You are searching for a person that is right for your team, and candidates want to know right away, whether they are a good fit for your organization.
    • Job isn’t just about working – In the description above, the employer not only lists the responsibilities but also points them out as something that the ideal job candidate should enjoy doing.

    On the part of the employer, whose job description we described above, it was a smart move to break down the requirements into two sections, the first one – for personal qualities, and the second one – for skills and experience.

    Note: just as with job responsibilities, list all the requirements in the job description. Job candidates should find out about your requirements at a job interview, that’s disrespectful towards their time and personal space.

    • Company Description and Benefits

    To help potential job candidates prepare for a job interview, you can list company details in the job description.

    Here, the employer briefly describes:

    • Benefits that candidates will have access to – this includes social benefits, education opportunities, working hours.
    • Information on promotions – the information, important to all job candidates since they expect the opportunity for professional growth.

    Note: put information about salary and financial benefits in the separate section. This is the main mistake that the employer, described above, made in the company description. Here’s why.

    • Salary and Financial Benefits

    There’s always a heated debate around the question, whether a job description should include payment information. Why are employers excluding salary information from job descriptions?

    • for negotiating advantage
    • to exclude unfit candidates

    The truth is that the phrases ‘competitive salary’ or ‘competitive remuneration’ carry no value for job applicants. Excluding pay information from the job description can give a company a negotiating advantage, however, it doesn’t guarantee that it will help them reach the desired result – hiring experienced candidates.

    So, the best way for both parties is to include the information on salary and financial benefits. The company will be able to attract top-talent candidates, and job applicants won’t waste their time if they are not interested.

    Moreover, people have certain salary expectations, when applying for a job. Putting all financial information in a separate section isn’t just about convenience, it’s about respect.

    • Application Process

    This brief part concludes your job description.

    If you place your job ad on one of the websites, all job applicants can apply by pressing a button.

    However, if any issues may occur, you can leave additional contact information for the interested candidates to use. You should also leave a link to your company’s website and other useful resources to learn about your company. This information will also be useful for them in the recruitment process.

    Remember: your job description is like a sales pitch. The more informative and detailed it is, the faster you’ll ‘sell’ it.

    (3) Finishing Touches

    Like any other promotional content, a job description undergoes the stages of editing and proofreading.

    Don’t rush with posting your job description, take your time. If you want your job description to work, it should be well-structured and informative.

    It is also important to mention that no grammatical or spelling mistakes are allowed. You don’t want to harm the first impression that a job description gives of your company.

    Get High-Quality Candidates with Engaging Job Descriptions

    Some professionals may consider job descriptions obsolete. However, they are still the main strategy to approach potential job candidates. You just need to do them right.

    Follow our guide to create a comprehensive, detailed, and informative job description that targets your ideal candidates. Such a step-by-step approach will help you select the best candidates for your company to continue thriving.

    Author bio:

    Melanie Sovann is from the greater LA area and is a seasoned writer and blogger, passionate about a broad spectrum of topics, ranging from technology to sociology. She is currently a senior writer and editor at Trust My Paper and a content marketing specialist at WowGrade and loves every second of it.

    The post How to Write an Engaging Job Description appeared first on Management Study HQ.

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    No matter how brilliant, unique and revolutionary your product or service rendered is, you have to be a great seller to succeed. You’re not alone in the pursuit of leads as generating leads has been singled out as a top challenge for 61 percent of marketers.

    Needless to say, marketing is essential to generating quality leads – with high return rates – for sales. However, not every business has the time or resources to get marketing support. Yet, they have to make sales.

    If you have a business that is still relatively new or owns a small-scale business enterprise that is still unable to fund marketing campaigns or put together a marketing team; you have to look elsewhere to generate leads. This is because without generating consistently new leads, your business becomes a sinking ship.

    It is necessary that you channel your energy and resources into generating leads that draw prospects into your sales funnel and consequently increase your customer base.

    Before taking a look at how to generate these leads without help from marketing, let’s take a look at what sales leads really are.

    What is a Sales Lead?

    A sales lead can be an individual, group of individuals or company who you hope to win over as a customer for your service or product in the nearest future. Most often than not, businesses gain access to sales leads through advertising, mailings, trade shows, third parties, and other marketing channels.


    Tools to Generate Sales Leads

    Having discussed what a sales lead is, it is essential to know what attracts a sales lead entails. In theory, generating sales leads without the support of a marketing team is an uphill task. However, they can be done without one. This article focuses on other tools you can use to generate leads.

    (1) Use Social Media to Your Advantage

    There is a bunch of social media platforms that can be used to drive sales these days; chief among them is LinkedIn. A number of salespeople use this professional platform but might not be using it effectively for generating top-of-the-funnel activity.

    It is any salesperson’s dream to be able to connect to prospective customers using high-value methods yet with minimal effort and social media is an excellent way to do this.

    The following are a number of recommendations to make your LinkedIn profile look professional and hence generate sales leads for your brand.

    • Ensure you use a clear, current and professional picture that reflects in every way your professional demeanor as your profile picture.
    • Try to establish connections with a large number on your network. This is because the more connections you have on your network, the wider your coverage and the people who see your products and services. You need not be best friends with whoever you make connections with.
    • Request for recommendations from your current clients which should be written to showcase the quality of your work. In addition, it shows that your clients can vouch for your professionalism, value, and effectiveness.
    • You reach a larger number of targets if you can broaden your professional brand to social media platforms like Twitter, Instagram, Facebook for business and Snapchat.

    (2) Referrals From Customers, Partners, and Employees

    You could also set up a referral program where past and present employees, customers and partners can refer sales leads to your business. This is a very essential and influential factor in generating sales leads. Most often than not, people are unwilling to try out a new product except they have seen it being put into use by their friends and loved ones.

    For the most part, the best way to prove your company’s professionalism is to let your happy customers speak of it to others. Contact your customers to thank them for patronizing you and ask them to share their experiences with friends and colleagues. Also, ask them if there are any areas they think you need to improve.

    Strike a good relationship with your clients and ask them for ways you could reach out to their other contacts who might be interested in your products or services.

    (3) Networking Events

    As much as our world has gone digital, face-to-face interactions still work a great deal in generating leads. Hence, you can take advantage of them in generating sales leads.

    Make it a point of duty to attend networking events so as to expand your business reach. Bring along business cards, offer to connect with social media and grant interviews with live audiences who want to make inquiries about your products.

    (4) Blog

    You should find some spare time to write short blog articles targeted at your ideal customer. These blogs should focus on the problems or challenges your potential customers are faced with and how your products can help them.

    Thereafter, share the link through your social media accounts or email list of prospects.

    (5) Personal Network

    This is an often overlooked yet valuable option. It is valuable because it is fairly easy to get started since your personal network already has a certain level of trust in you.

    Let potential useful acquaintances and colleagues know what services you render and what kind of business you run in general.

    (6) Revisit Closed/Lost Opportunities

    You might have had contact with some businesses or brands which expressed their interest in your service sometime in the past but are yet to patronize you. These brands already know a lot about your offers and are generally worth more effort and qualified than new warm leads.

    To maintain communication with them, send them relevant blog posts, and personalized emails so that they have you in mind whenever the right time comes.

    (7) Implement an Email Sequence

    There is a huge probability that your prospects receive tons of emails daily. It is therefore essential that you get creative if you want to get their attention. A proven way of doing so is coming up with an email sequence. Here’s a template you can follow:

    • Outline the pain points
    • Explain a value message
    • Name a big client
    • Qualify your message
    • Include product description in your mail
    • Reach out to the prospect one more time.

    (8) Develop Your Website

    The need to develop a website for your brand cannot be overemphasized. If you do not own a user-friendly, interesting and fully functional website, you might lose out on potential profit and a large audience. Last year, a huge $500billion was estimated to have been spent online by US residents.

    Grab the attention of your site’s visitors using clear pictures and an interactive interface.

    (9) SEO

    Search Engine Optimization is a great way to generate organic traffic rather than invest in massive advertisement campaigns. All your webpages are analyzed by complex algorithms that rank your website on google search results based on a host of criteria.

    Focus on the quality of your content and regularly update it to make your website naturally rank higher.

    (10) Guest Posting

    To increase your reach, post information and material on other websites with a large number of active users, providing links back to your website. It is an easy and proven way of generating more traffic on your website and consequently more sales leads.

    In summary, lead generation is not easy and has been a source of headache to many marketers for many years coming, yet, it is much needed for any business’s survival. Some companies survive on marketing strategies put together by marketing and sales teams. However, for start-ups and small enterprises, this is not an option.

    The listed tools are useful ways to generate leads without creating a hole in your pocket.

    The post What is a Sales Lead? 10 Ways To Generate Sales Leads appeared first on Management Study HQ.

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    14 Major Considerations For Leaders Planning An Employee Retreat

    Get Your Team’s Input

    Balancing corporate outings is not difficult if the basics of the end goal are the starting point: teamwork. Considering that the most likely goal of such an endeavor is to improve both individual and team performances, the planning should involve team feedback. Using both individual and team input in planning is going to inherently result in more interest and better outcomes for the event. – Kamyar Shah, World Consulting Group

    Originally published at https://www.forbes.com/sites/forbescoachescouncil/2019/10/04/14-major-considerations-for-leaders-planning-an-employee-retreat/#54d1a53d67f4

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    These 13 Nonverbal Cues Could Hurt You During A Job Interview

    Being Unenthusiastic

    Though one would think that being enthusiastic in an interview is a no-brainer, I have witnessed the opposite. In my experience, the candidate too often concentrates on appearing knowledgeable but misses the vital aspects of enthusiasm. It is almost equally a problem with employers. All the knowledge and expertise in the world cannot replace the enthusiasm needed to overcome daily obstacles. – Kamyar ShahWorld Consulting Group

    Originally published at https://www.forbes.com/sites/forbescoachescouncil/2019/10/16/these-13-nonverbal-cues-could-hurt-you-during-a-job-interview/#2f08ee1449bd

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    15 Coaches Share How Introverted Leaders Can Succeed In An Extrovert World

    Don’t Let Your Introversion Limit You

    Yes, introverts have it harder when it comes to some aspects of a business. That being said, it is no different than any other obstacle that can be overcome by a wide range of solutions, including adjusting client acquisition and contact point workarounds. It is an issue that can be limiting, but only if it is allowed to. Don’t allow it to limit you. Limit its impact. – Kamyar ShahWorld Consulting Group

    Originally published at https://www.forbes.com/sites/forbescoachescouncil/2019/10/17/15-coaches-share-how-introverted-leaders-can-succeed-in-an-extrovert-world/

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    Missed Deadlines

    One of the rather reliable ways to diagnose potential excess in workload is to match progress to initial timelines. Once the “noise” is cleared up, i.e. reasons that could have affected progress, it is simple to see what delays were caused by time or resource limitations. Combine that with frontline feedback and the data set for decision making is sufficiently usable. – Kamyar ShahWorld Consulting Group

    Originally published at https://www.forbes.com/sites/forbescoachescouncil/2019/10/29/is-your-business-overwhelmed-by-heavy-workloads-here-are-10-signs-to-look-for/#1d8ef357290a

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    A human resources MBA can be the ticket to a lucrative career, especially if you choose your job and industry carefully. Even for the same position, annual average pay can vary by $25,000 or more, depending on company or organization and location.

    Featured Top-ranked HR MBA Programs

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    Featured Top-ranked Master’s in HR Programs

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    Choose one of these ten highest-paying human resources jobs to ensure a fulfilling career with good compensation. (Data from the Bureau of Labor Statistics and Salary.com)

    #10 – Employment, Recruitment, and Placement Manager

    Median annual salary: $56,110

    Employment, recruitment and placement managers oversee how and when a company hires employees. They direct their team on where to find talent, how to screen candidates and how to decide which candidates to pursue. Employment, recruitment, and placement managers must have good discernment skills and an eye for recognizing high-quality potential employees. They should have excellent interviewing skills and the ability to work closely with the hiring managers in different departments within the company. Most employment, recruitment and placement managers work under an HR manager or a director of human resources.

    #9 – International Human Resources Associate

    Average annual salary: $62,400

    An international human resources associate plays a generalist role within a company’s human resources department, but with global responsibility. Such an associate may post jobs for staff, assist in recruiting efforts by screening candidates, review benefits and compensation packages and engage in other standard human resources activities. The difference between a human resources associate based at company headquarters and one who is international is that the latter must have a solid grasp of employment markets around the world—the cultural aspects, benefits and compensation, and how to best go about screening candidates. This is why they are paid more than national human resources associates. It also helps to be multilingual and live or have lived in the countries the associate is focusing on.

    #8 – Executive Recruiter

    Average annual salary: $78,785

    Executive recruiters, sometimes called headhunters, look for individuals to fill senior executive job positions, generally at corporations or nonprofits. Executive recruiters need to know their industries well enough to be able to convince prospects, who are often employed at other companies, to come work for a competitor or a different corporation. Executive recruiters interview candidates for skill and cultural fit, presenting the perfect candidates to the corporation seeking to employ them. The executive search industry can be incredibly profitable for those who are successful at finding candidates to fill positions. They are often paid on retainer, paid in full when the candidate is presented to the company or paid a portion, up to percent, of a hired candidate’s first-year compensation.

    #7 – Labor Relations Specialist

    Median annual salary: $83,298

    Labor relations specialists are the bridge between the corporations where they work and the labor unions that company employees participate in. Labor relations specialists must be experts in local, state and federal labor issues, so that they can devise contracts that adhere to the laws and politics of labor. A labor relations specialist also is a representative for the company in any legal action and sometimes public relations. The labor relations specialist must always keep a close eye on regulations, ensuring that his or her business is compliant at all times. Negotiating skills, the ability to read, write and interpret legal documents, and good communication abilities are a must.

    #6 – Human Resources Consultant

    Average annual salary: $87,000

    Human resources consultants help corporate managers devise policies, employment structures, benefit issues, performance incentives, and anything else that corporations need help with. The consultant, usually a contractor, will come in as an independent expert who provides much-needed insight into a company’s human resources problems. An HR consultant analyzes a company’s human resources situation—its labor- and employee relations, the success of its employment system, how well benefits are panning out, and more—and recommends productive changes to that system. Oftentimes, HR consultants come from a background of in-house human resources work and have accumulated years of experience in their profession. Human resources consultants should be competent across the board of human resources skills.

    #5 – Training and Development Manager

    Median annual salary: $87,700

    Training and development managers are in charge of all facets of employees’ training, education within the corporation, and career development. They organize orientation sessions for new employees, training sessions for all employees, personal development courses and any other in-person training that employees require to build their careers. Training and development managers are also in charge of composing any training collateral for staff, including manuals and books. People in this position must have excellent people skills, as they commonly hold meetings that require employee interest and motivation. Training and development managers should also have deep knowledge of the laws and compliance requirements within their workplace, so that they can keep employees up to date.

    #4 – Compensation and Benefits Manager

    Median annual salary: $94,291

    Compensation and benefits managers are in charge of selecting and implementing the compensation and benefits programs for their corporations. Such managers use their grasp of corporate policy, insurance, and different benefits programs to pick the perfect programs for their company’s employees. They review and modify compensation and benefits programs, making sure such programs enable their business to attract and retain top talent. Compensation and benefits managers must have an excellent grasp of both pay and perks—how they work, how they must be allocated and matching what employees demand with the company’s budgetary constraints. A compensation and benefits manager generally has at least five years of experience in the field.

    #3 – Human Resources Manager

    Median annual salary: $96,130

    A human resources manager is an HR generalist who oversees staffing, benefits, training, labor relations, compensation and all other components of a company’s human resources department. HR managers ensure that all procedures are compliant with both company policies and business laws. Human resources managers spearhead teams of recruiters and other specialists, create and facilitate projects, tackles problems and communicate with the director and executive level of a corporate management team. HR managers generally have at least five years of human resources experiences and come from a generalist background, or have the ability to competently juggle an array of human resources tasks.

    #2 – Human Resources Director

    Median annual salary: $142,860

    A human resources director is in charge of all human resources activity in a company. That includes creating and implementing company-wide policies, recruitment and retention of employees, insurance, pensions, promotions, the termination of employees and benefits. HR directors also study the industry to devise a compensation system that both attracts talent and takes the employer’s cash flow into consideration. An HR director ensures the morale of existing employees by designing programs and benefits plans that keep employees motivated and working hard. In order to fit personnel activities within the company’s strategy, the human resources director must also ensure that all activities fit within the company’s budget. HR directors generally have around a decade of experience in the human resources field, and many get promoted into the position from an HR manager post.

    #1 – Chief HR Officer/Vice President of Human Resources

    Average annual salary: $214, 427

    The Chief HR Officer is in charge of all of the human resources systems, policies and goals within a company. The CHRO oversees every aspect of the human resources department, from recruiting and hiring to training and development, as well as contracts, labor relations, benefits, services to employees, disputes, policy creation, and more. The CHRO, as part of the executive management team, reports to the CEO and is intimately involved with the strategic direction of the company. The Chief HR Officer should have one or two decades of experience in positions of increasing responsibility in corporate human resources, as well as well-honed decisionmaking and judgment skills.

    Featured Top-ranked Master’s in HR Programs

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    The post The Top 10 Highest Paying HR Jobs appeared first on Human Resources Degrees.

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    The world of work is full of surprises. The modern job market, for example, can take a candidate into areas where they undertake many unusual and unexpected activities. However, most of the time, present-day job seekers can at least count on being safe and not at risk from serious illness. Or can they? Throughout history, not everyone has been so lucky.

    While the closest most of us get to occupational disease is a brush with carpal tunnel syndrome, we’ll soon see that there is a fascinating and disturbing assortment of illnesses and diseases that have made hay in the workplace – particularly in times past. Definitely not for the squeamish, what follows is a look through the murky world of work-related illness.

    10. Chimney Sweep’s Carcinoma

    Chimney Sweep’s Carcinoma

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    Chimney Sweeps’ carcinoma, also known as Soot wart, is a form of skin cancer affecting the scrotum. Its name derives from the fact that it was first noted occurring among chimney sweeps – young men in their late teens and early twenties who had worked with soot for most of their lives. The disease was first identified in 1775 by Sir Percivall Pott, an English surgeon, and one of the first scientists to theorize on the link between cancers and environmental hazards. The disease into which Pott researched proved fatal if it was not treated. Left unchecked, the warts developed into a scrotal cancer that would make the testicles balloon in size before invading the abdomen with deadly effect. The only treatment available to medics at the time was surgery – cutting out the diseased flesh – a terrifying prospect for the young sweeps. The true cause of the disease was not proven until 1922, when carcinogens were discovered in soot.

    9. Phossy Jaw

    Phossy Jaw

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    Phossy jaw, also known as phosphorus necrosis of the jaw, was most commonly seen among match workers in the 19th and early 20th centuries – famously, the “London matchgirls,” whose strike of 1888 brought the problem into the public eye. In those days, matches were made with white phosphorus, and prolonged exposure to the vapor of the substance caused deposits to form in the victims’ jawbones. Throbbing toothaches, extreme swelling of the gums and abscesses in the jawbone followed. The afflicted bones would also take on a green-white tinge, while severe brain damage also lay in wait for those already suffering. The only known treatment was to surgically remove the jawbones; if it were left unchecked, organ failure and death would result. The disease also caused tremendous pain and disfigurement, and the rotting bone tissue emitted a putrid-smelling discharge. Phossy jaw did not begin to decline until 1906, when the use of white phosphorus was officially banned.

    8. Radium Jaw

    Radium Jaw

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    Radium jaw was a particularly unpleasant affliction that affected the so-called “Radium Girls” of the early 20th century. These workers were in the employment of the United States Radium Corporation, which enjoyed no small success with the production of its glow-in-the-dark radioactive paint. The paint, known by the trademark Undark, used radium as its chief ingredient. Unfortunately for the employees, they were told to lick the brushes they were using, the pointed tips of which were useful for painting fine details on clock faces or watches – but not so beneficial for the girls’ health. A painful swelling, bleeding and porosity of the jaws would follow, and ultimately, so too would death. Although radiation necrosis was initially denied by the company, the negative publicity created by the many cases of severe illness and death could not be ignored forever. Relatively simple worker safety laws were put in place and the outbreaks of radiation sickness eventually stopped altogether. The tragedy is that so many of these deaths were eminently preventable.

    7. Byssinosis


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    Also known by the somewhat poetic name “Monday fever” – as well as the not-so-poetic “brown lung disease” – byssinosis is primarily associated with textile workers, especially young girls working in factories or mills. It is thought that exposure to cotton dust in poorly ventilated environments leads to the disease and its accompanying symptoms – namely, tightness of the chest, coughing and breathing difficulties. Experts believe the cause to be endotoxins from certain bacteria growing on the cotton. In extreme cases, the disease results in scarring of the lungs and, ultimately, death. During the 1990s, there were 81 bysinosis-related deaths in the United States alone. Such figures would likely have been much higher around the time of the industrial revolution, when cotton and fabric production increased dramatically throughout the world.

    6. Anthrax


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    Anthrax, which often affects grazing animals, is caused by a type of bacteria, and most forms of this acute disease can be fatal to humans. Ingestion, inhalation and direct contact are all paths to infection and, for some workers, contracting the disease is a distinct possibility – particularly in countries where it is common. Many people who deal with dead animals or their skin and meat are exposed to anthrax spores, but most of the time the levels are not high enough for the full-blown disease to develop. However, when anthrax does develop fully, the results can be devastating. This was the case in April 1979, when the town of Sverdlovsk (now Ekaterinburg) in the then-Soviet Union was exposed to an anthrax leak from a nearby bio-weapons facility. It is thought that the accident caused the infection of at least 94 people, 68 of whom died. An extensive cover-up operation was undertaken before Russian President Boris Yeltsin eventually admitted to the disaster in 1992.

    5. Asbestosis


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    Asbestosis is an inflammatory condition affecting the lungs that is directly caused by breathing in asbestos fibers. It often occurs among workers exposed to high levels of the dangerous mineral, or those dealing with it over an extended time period. The most obvious symptoms of asbestosis are shortness of breath and, in extreme cases, respiratory failure. Sufferers also face a greater risk of contracting lung cancer, not to mention mesothelioma (see entry 3). It can take several decades for the condition to manifest itself – but for people working in the mining, removal or manufacture of products containing asbestos, by then it may be too late. The disease is essentially characterized by scarring of the lung tissue by asbestos fibers, and at present there is no known curative treatment. In the worst cases, asbestosis can prove to be fatal.

    4. Lead Poisoning

    Lead Poisoning

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    Lead poisoning is a potentially deadly medical condition caused by high levels of the eponymous toxic heavy metal in the body. Symptoms range from anemia and headaches to seizures, coma and death. Unfortunately for workers, occupational exposure is the main reason lead poisoning affects adults. Moreover, it has been estimated by the National Institute for Occupational Safety and Health that, in the US alone, over 3 million people could be exposed to lead while at work. Such exposure might occur in a myriad of ways: factory workers producing products containing lead, lead miners, plumbers, glass manufacturers, welders, printers and those involved in many more industries are all at risk. Lead poisoning was one of the first known environmental hazards. The metal was discovered around 6500 BC and its harmful effects were noted by as early as the 2nd century BC. Yet it can still cause illness and death even today.

    3. Mesothelioma


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    Mesothelioma is a cancer that arises in the mesothelium, the protective membrane covering several of the body’s organs. The majority of people who fall victim have worked in occupations that expose them to asbestos and the inhalation of asbestos fibers. The disease, which can take between 20 and 50 years to appear, is identified by various symptoms, including chest pain, fatigue, neck or facial swelling, and in severe cases blood clots, jaundice and internal bleeding. The dangers of exposure to asbestos were identified in the early 20th century, but this did not prevent the ongoing risk of mesothelioma to workers around the world. In Western Australia, the deaths of over 500 people from the disease appear to be linked with asbestos mining that took place between 1945 and 1966. And in recent years – from 1980 to the late 1990s – the number of people dying from the disease went up from 2,000 a year to 3,000 in the US alone. Many buildings built before asbestos was banned may contain it, and renovators and builders should proceed with caution.

    2. Coalworker’s Pneumoconiosis

    Coalworker’s Pneumoconiosis

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    Coalworker’s pneumoconiosis (CWP), widely known as “black lung disease,” is another killer. Mentioned in the same breath both as silicosis (see entry 1) and Caplan’s syndrome (a lung condition caused by exposure to coal, asbestos or silica dust), CWP is brought about by long-term exposure to and inhalation of coal dust. It can lead to inflammation and in extreme cases the death of cells in living tissue (necrosis). Despite the fact that mining conditions have improved dramatically in recent times, 10,000 American miners have died from CWP in the last decade alone – an astonishing 7.5 percent of the country’s active underground coal miners. What’s more, rates of black lung disease are actually on the increase, nearly doubling over the past decade. In an effort to tackle the problem, The National Institute for Occupational Safety and Health is currently offering miners a health evaluation every five years. Whether this measure is enough remains to be seen.

    1. Silicosis


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    Silicosis, also known as Potter’s rot, has the dubious distinction of being the most widespread occupational lung disease. It affects people the world over but is more prevalent among workers in developing countries. Directly caused by the breathing in of crystalline silica dust, it inflames and scars the lungs’ upper lobes. Alarmingly, from the early to mid-‘90s, each year, China recorded over 24,000 fatalities as a result of the disease – the telltale signs of which include coughing, fever and shortness of breath. Respiratory problems from the inhalation of dust have been acknowledged since at least Ancient Greek times, but of course, with industrialization, the problem only worsened. There is no known cure for silicosis; treatments instead focus on symptom-relief and reducing exposure to any lung irritants. The use of respirators has brought the mortality rate down in the United States, but silicosis remains an ever-present danger for others in the less developed world – from silver miners in Bolivia to denim sandblasters in Turkey.

    The post 10 Deadliest Occupational Diseases in History appeared first on Human Resources Degrees.

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    What is it that makes someone successful? What is it that makes someone happy with their work? In the following TED talks, some of the sharpest minds on Earth share their experiences with work, success and happiness.

    Jason Fried: Why work doesn’t happen at work
    Jason Fried, co-author of the best selling book Rework, explains in this talk why the modern notion of getting work done in an office building is worth challenging. He explains that some of the most productive minds almost never identify the office as the most important place to get work done, so why do so many businesses place so much emphasis on it?

    Nigel Marsh: How to make work-life balance work
    Author Nigel Marsh speaks on the problems associated with giving too much power to an employer. In his talk, he outlines the fundamental problems that come with losing family and personal time to excessive work, and gives valuable suggestions for balancing working productivity and personal life.

    Tim Ferriss: Smash fear, learn anything
    Tim Feriss shares his personal experiences and thoughts on the various ways that fear impedes learning. Author of The Four Hour Work Week and an in-depth blog, Tim explains the subtleties and nuances of going from a place of fear to a place of understanding.

    Shawn Achor: The happy secret to better work
    Psychologist and CEO Shawn Achor entertains his audience with his unique take on happiness: work is not necessarily the root of it. He explains instead why happiness acts as a catalyst for productivity, effectively reversing the roles of work and emotion.

    Dan Pink on the surprising science of motivation
    In this eye-opening talk, Dan Pink uses his experience with law to make a case against the way that rewards are presented in the modern era. He explains that several studies have shown current reward systems to produce worse results in an unusual way.

    Alain de Botton: A kinder, gentler philosophy of success
    Alian de Botton gives critical insight of how our perception of success and failure can distort our ability to relate to others, while simultaneously explaining the power of transcending the traditional habit of judging others by their profession.

    Diana Laufenberg: How to learn? From mistakes
    Teacher Diana Laufenberg shares wisdom from her years of experience. In this very easy-to-follow talk, she speaks on some of the key problems and misconceptions in the world of education and sheds light on how learning from mistakes is quite possibly one of the most valuable approaches to personal growth.

    Elizabeth Gilbert: Your elusive creative genius
    In this moving TED talk, best-selling author Elizabeth Gilbert articulates the problems that creative minds face by assuming all of the responsibility of being a genius. She explains how many other cultures have lived in assumption that genius was something that resides outside of the body, rather than something that lives within the confines of one’s own mind.

    Dan Ariely asks, Are we in control of our own decisions?
    Dan Ariely, writer of Predictably Irrational, makes a strong argument against peoples’ common belief that they are rational. In his talk, he gets his evidence in a compelling way that helps to illustrate why he has come to believe that the average person’s decision-making process is not as rational as they might assume.

    Richard St. John’s 8 secrets of success
    In this short yet powerful talk, Richard St. John encapsulates the elements of success. Over his years of research, he has conducted various interviews and found that the factors of success are different than the traditionally-assumed factors like luck and book smarts.

    The post 10 Great TED Lectures on Work and Success appeared first on Human Resources Degrees.

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    Are talent management systems worth it? The answer may be found in the overall recruiting process and the associated legal issues. Finding the right people for a specific position is not a simple function to perform since it is labor intensive and regulated by state and federal agencies.
    To streamline the required procedures in this operation, small and large companies are utilizing various kinds of talent management systems. When a company implements a system with the best features, recruiters can capture accurate applicant information, save time and money, comply with state and federal regulations, increase applicant pool, reduce HR workload, improve cross organization support, identify trends and make better decisions. Listed below are four brief descriptions of its worth.

    Captures Accurate Applicant Information

    A talent management system is essential for companies that hire people on a regular basis because they provide the company with the tools needed to capture the required information. The data that the company captures usually includes the name of each candidate, position that they apply for, social security number, and other essential personal information. This information is used for numerous reasons including providing reports, analyzing data, and to responding to a diversity of requests. These requests may come from upper management, finance or from outside sources like various governmental agencies. Without these automated solutions, entire operations can be stopped to comply with one crucial request to avoid large penalties.

    Talent Management Systems Improve Cross Organization Support

    Today’s talent management systems are integrated with other databases. These systems create a seamless way of collecting essential information, while it also cuts down on the duplication efforts across the board. As a result, once the recruitment area has collected the personal information for an applicant, it is fed to others systems that need the data. This data may be used to hire the applicant into the company as a permanent employee or it may be used in a statistical report. Whatever the case, talent management systems can reduce the processing time in the recruitment area as well as on other sides of the house like benefits administration.

    Strategic Planning and Decision Making Tool

    The role that recruitment plays in any company is multi-faceted. From attracting the best talent in the industry to keeping whole operations functioning with the right human resources, recruiters are responsible for a wide diversity of things. One of which is ensuring the company saves money on human resources by developing a plan for the present as well as upcoming years. To accomplish these and other tasks, the recruiters must have accurate statistical data so that they can identify specific trends. For instance, these trends can determine how many full-time, part-time or seasonal employees are needed during peak times. With this information, the finance department can allocate a specific amount for these resources.

    Comply With Governmental Regulations

    The talent management systems are also used to ensure the company can comply with specific employment regulations. Based on the circumstances, EEO can request a detailed report of the company’s employment activities. These reports are used to make sure recruiters are providing all diverse groups an equal opportunity. When the company does not have diversity in their candidate pools, they can use the talent management systems to assists with identifying the areas of lack. After the areas have been identified, the recruiters can seek a remedy to the problem so that EEO will not charge the company with fines.


    The post Are talent management systems worth it? appeared first on Human Resources Degrees.

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    How to Calm Community Worries During Corporate Hardship?

    When a company is responsible for a significant percentage of a local community’s employment, it can put a lot of stress on the individuals running the company. When bad news strikes for your company you know there is the potential for a significant ripple effect to spread out to the rest of the community around you. While those at the company are no doubt aware of the effect the company has on the community around it, so too are the people who live in the town that rely on your company for work. When a problem is on the horizon it can unsettle the entire community if it is not handled right. Here is how to best share any bad news with the surrounding community.

    Take an Honest Assessment

    Before you can be honest with the community it is important to be honest internally. When facing a potential concern it is important to get as accurate of an assessment of the situation as possible. Not only does this enable you to communicate clearly to employees and the community, but it is also essential for creating an effective plan to avert the misfortune or minimize the damage it can inflict.

    Plan Thoroughly

    The worst thing you can do when faced with a potential piece of bad news is to share it rashly without taking time to craft a response. Saying the wrong thing in such a situation can significantly increase the fallout as a result of the bad news. By taking the time to assess where your company stands and what your options are you allow for the chance to reflect on your possibilities with a clear mind in order to find the best route forward.

    Get Ahead of It

    No matter how bad the news you have to share is, one thing you can count on is others’ guesses at what is going on will always be worse. This is why it’s essential to address the concerns directly instead of hiding them and hoping it goes unnoticed. When sharing the news, be honest with the community. The more open and honest you are, the more trusting and forgiving the community will be. This also allows the community to react and prepare, minimizing the negative impact of the news, and in turn minimizing the hit your company takes.

    Offer Solutions

    One of the best ways to put minds at ease when sharing bad news with the community is to have solutions ready to share at the same time. Similar to when sharing bad news with employees, offering solutions helps to calm nerves, as it provides a path forward for those in the community to see how the negative impacts of the bad news can be minimized and your company and the community around it can come out the other side of the issue in a strong state.

    Keep Things Postive

    When your company carries a great deal of influence in a region then you have the ability to help shift the community’s mood based on how you speak on issues. When it comes to delivering bad news, a positive framing goes a long way. By keeping the focus on the positives and ways to move forward toward a brighter future, you prevent a feeling of dread from setting in within the community.

    No company wants to be put in the position of dealing with bad news or a PR crisis, but when you find yourself in that situation your best path forward is to minimize the negatives. By following these tips you can handle your next hardship as effectively as possible and return your company to the positive footing you prefer.

    The post How to Calm Community Worries During Corporate Hardship? appeared first on Management Study HQ.

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    What is Unemployment? -Definition of Unemployment

    The term unemployment refers to a state “when a person is out of work or has been without a job for a certain period.” Additionally, it also refers to a person who is searching for a job and has not been able to secure one. This usually happens to most graduates. In many countries many young people find it challenging to secure jobs after completion of a degree or diploma education.

    Various Types of Unemployment

    The unemployment rate in these current times is higher than years before. This highlights the tough economic times currently in the world. However, unemployment is caused by different issues such as peak season or a low number of jobs. Even with such reasons have you ever known that unemployment is categorized in different types.

    1. Frictional or Search
    2. Natural
    3. Structural
    4. Seasonal
    5. Cyclical
    6. Disguised
    7. Voluntary
    8. Classical
    9. Long-term
    10. Demand Deficient
    11. Technological

    The ten are types of employment different people are experiencing. Everyone has its own category. In this article, we will discuss them in detail and know what is the real cause of each of the unemployment type.


    1. Cyclical Unemployment

    When the demand for commodities or services reduces due to a decrease in demand workers in such jobs will become unemployed. This is known as cyclical unemployment. A perfect example of cyclical unemployment is when the demand for furniture is low due to reduced low customer demand.

    Many furniture makers will become cyclically unemployed. Or when the demand for houses decreases due to the cost of construction this means many masonry workers will become unemployed. In addition, this type of unemployment is brought by a decrease in demand for goods and services.

    2. Natural Unemployment

    This is a term associated with monetarist economists. It is defined as the rate of unemployment that still exists when the labor market is in equilibrium and includes seasonal, frictional and voluntary unemployment.

    Natural Unemployment consists of two of unemployment: frictional and structural.

    3. Structural Unemployment

    Job opportunities are available but the workers with the required skills are not available. Or the ones who are qualified don’t leave near and are not able to shift to those areas. This is what structural unemployment means. Additionally, structural unemployment can exist for many years. If you get to look at jobs such as manufacturing jobs in a continent such as Africa the number of skilled labors is low than the required number of the labor force.

    Hence, people leaving on other continents cannot move to Africa to take these jobs hence leading to structural unemployment. The only solution to this type of unemployment is when the government takes up the mantle to solve insufficient labor force which will reduce the unemployment rate.

    4. Frictional or Search Unemployment

    This is a short-term type of unemployment. Frictional unemployment doesn’t have any impact on the economy. In this type of unemployment, people are unemployed but get to have a job after a certain period. Some of the causes of this type of unemployment are usually due to new job vacancies, sickness, marriage, giving birth, or retirement.

    For example, if you get a well-paying job you will decide to quit your current job for the new one. Another good example of frictional unemployment is when you are pregnant and take a leave or decide to quit for you to take care of your newborn. However, after the child has grown you find a new job. Frictional unemployment helps organizations to hire more qualified workers.

    5. Disguised Unemployment

    This type of unemployment means that a greater number of workers are hired to perform a certain duty than the required number of workers. In simple it means that even if the additional workers are retrenched there will be no effect on productivity. Imagine if you have a job that needs seven people but you go on to hire ten people to perform that job. This will mean that you will be increasing your expenses while the productivity of the work remains the same.

    When you remove the extra workers, the productivity will remain the same but you would have reduced your expenses. Currently, this type of unemployment is mostly in sectors such as agriculture and service where the job opportunities are few but the number of workers is high.

    6. Seasonal Unemployment

    Seasonal unemployment is brought by reduced demand for certain services over a certain time. This leads to the loss of jobs because such companies are not making enough money to enable them to pay all their workers.

    Hence, it forces them to reduce the number of workers. For example, those workers employed in the tourism sector usually face this type of unemployment. When the number of tourists decreases which means a decrease in demand for essential services by specific tourism companies. When such an occurrence happens removal of workers happens which leads to unemployment.

    7. Voluntary Unemployment

    When a job is not well paying and you have too many expenses hence you don’t see the reason to continue working.  Furthermore, this type of unemployment is when a person is not able to find a job of his or her choice.

    Many people who are voluntarily unemployed are students fresh from campus and don’t have a job until when they get a job of their choice. Others who get affected are those who don’t want to work and aren’t looking for any job. When you don’t have information about new jobs you won’t be employed.

    8. Technological Unemployment

    Technological unemployment is caused by increased use of technology in companies. Many people become technological unemployed due to the use of current technology in the running of companies. Such companies that have been adversely affected is the automotive manufacturing sector. Countries such as Japan and Germany are using robots in many of their manufacturing companies.

    The use of these robots renders workers inefficient hence not useful to companies. The automation of services such as contacting customer service is currently done by robots which have made many people lose their jobs. So, with the increased use of technology in different sectors of the economy many workers become technologically unemployed.

    9. Classical Unemployment

    Also known as induced or real-wage unemployment this type of unemployment mainly affects people when governments impose regulations on companies and are not able to meet. Another reason that leads to classical unemployment is when workers’ unions are on strike due to salaries and other allowances.

    A perfect example of such is in 1995 when workers in France went to strike over certain labor issues and fighting for revolution in the public transport sector many people lost their jobs. Therefore, employees who get sacked from a job due to these reasons become classically unemployed.

    10. Long-Term Unemployment

    When you have been searching for a job for over six weeks without any success you become long-term unemployed. In this type of unemployment, one may lose hope and decide to stop looking for work. People spend a lot of cash to search for a job with no success. Currently, many people globally are long-term unemployed. The two main causes of this type of unemployment are structural and cyclical unemployment.

    Which Type of Unemployment is Worse?

    According to statistics, the worst type of unemployment is long-term unemployment. This is because it is caused by two main types of unemployment and leads to frustration. Many people under this type of unemployment find it hard to afford to pay for their daily expenses. However, those who are long-term unemployed usually become employed after searching for jobs for a long period.


    If you have been employed or lack a job opportunity the above are what define your unemployment type. None of the above is good but try as much as possible to search for a job that will not make you be entitled as unemployed. Thanks for your time.

    The post What is Unemployment and What are Various Types of Unemployment? appeared first on Management Study HQ.

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    How to Write Professional Recruiting Emails to Candidates

    Recruiting emails. You can also call them the bane of many organizations. Connecting with new candidates is crucial, but finding the perfect recruiting email is pure torment.

    Workonic highlighted that over 20% of recruiters feel they cannot meet the demands candidates have because job seekers are picky about the employer they want to work for. It looks like in 2020, companies compete for good candidates.

    This means your competitors already bombard your candidates with emails to convince them to accept their offers. So, how can you convince your dream candidates to attend an interview?

    Create a recruitment email that stands out for the right reasons and grabs the recipients’ attention.

    Easier said than done? Here is how to write quality recruiting emails that have nothing to do with the cringe-worthy content automated messages include.

    Professional Recruiting Emails

    Image source: https://unsplash.com/photos/3Mhgvrk4tjM

    Create a Subject Line that Gets Your Email opened

    The body of the email may be great, but it doesn’t really matter if the recipient doesn’t open it. Before sending emails to candidates, you need to verify the email and ensure you’re not blacklisted. Now that you’re safe, you need to write a killer subject line.

    • Length – keep it short. A line between 2-6 words will work wonderfully. Any extra word will reduce open rates. When the recipient reads the email on their phone, the subject line will probably have the end cut off.

    Best: New Content Writer Job

    Worst: Here is an offer you cannot resist, we are opening a new job position perfect for you

    • Clarity – Don’t sugarcoat the message. You’ll annoy the candidate if the subject line is unrelated or misleading to the content. They’ll send your email to the bin or mark it as spam.

    Best: Web Developer needed

    Worst: RE: Answer this email immediately!

    • Non-spammy – Be critical when you write and read the subject line. Would you open it if you would receive it? Does it sound reliable? They may look for this job, but if they open the mail and read “best job”, “once in a lifetime opportunity”, “15x your income”, they’ll think it’s a scam.

    Best: New Open Position

    Worst: Get rich overnight with this amazing job position we’re offering!!!

    Customize the Content of the Email

    Research is crucial for recruitment because it saves time and money, and it allows you to customize the content of the email. You need to drop some details from their resume in the email’s body, but without looking like you dug into their personal past.

    Best: We saw you’re a Phyton developer at (Company), but I wanted to reach out in case you’d like to hear about a job opening at our company.

    Worst: I saw you were a cheerleader in high-school on your Facebook profile. Amazing! Me too!

    Here is an example of an email that would convince a candidate to attend an interview:

    Subject line: 3 reasons (brand name) is a match for you

    Hey (Name),

    We’re hiring experienced web developers at (Company). Here is why we think our company is a great fit for you:

    1. (Company) is one of the great places to work in (State)
    2. Our team includes top web developers, so it’s a great place to improve knowledge
    3. It’s near the mountain, spotted you enjoy snowboarding.

    We’d love to tell you more about our open positions. Do you have time the next week?

    (Your Name)

    James S. Petty, Chief HR Officer at TopWritersReview states “Including interesting details in recruiting emails boosts response rates, as long as the content is clear from typos, grammar mistakes and has no different font sizes. You can over-personalize an email, it won’t count if you misspell the candidate’s name, have mismatched text styles, and plenty of typos in the body.” No one wants to collaborate with a company that doesn’t take time to proofread the email.

    Don’t Automatically Generate the Email

    Because cold emails are every employer’s bane, they often use a template with only the name of the candidate changed. When people receive emails like these, their only reaction is to delete them.

    You want your email to stand out, but not for the wrong reasons. If you copy and paste parts of your emails, ensure they are all formatted the same. It’s a dead giveaway to send an email with different phrases written in different fonts.

    Your email has 99% more chances to draw attention is you prove you’ve put effort into finding out who the recipient is.


    Subject line: Great speech at (event)

    Hey (Name),

    Amazed by your speech on (subject) at the (event), last month.

    We would like to adopt what you spoke about, and we need a new (position). We think this can be a great opportunity for you to join a team of creative people.

    Let us know if you would like to find more.

    (Your Name)


    Subject line: New open position

    We are currently looking to hire a/an (open position written in a different font), and you may be a good fit. We’d like to offer more details about the role if you’re interested.

    Here at, (Company), we’re always looking for talented and experienced people.

    (Your Name)

    The Tone of Voice for the Email Should Match the Brand

    The last thing you want when you send recruitment emails is to write with the personality of cardboard. You may be a cheerful individual, but when you need to write a formal text, you have a personality transplant and all can create is something similar to a template you found on the Internet.

    The purpose of the recruiting email is to communicate with the recipient and to convince them to respond. So, it’s not the message you send, but how you transmit it that makes a difference. The tone of voice for the email is the deciding element on whether or not they’ll respond. Even the tone of the subject line is decisive.

    “Dear Mr. Stark” completely different than “Hey Tony”.

    If you are a professional company looking for a new attorney, the following examples may help.


    Subject line: New attorney job

    Dear Mr. Stark,

    Really impressed with what you achieved in court for your last lawsuit. At (Company) we’re looking for professionals who have developed skills like (example skills).

    Having read your resume, we think you would be an excellent fit. We would like to tell you more about the open position.

    (Your name)


    Subject line: Quick offer

    Hey Tony,

    Loved your pledge for your last lawsuit, it sounds like you’ve done it more than once.

    Any chance (Company) could pick your brain for a future collaboration?

    Free for a croissant next week? We’re paying…

    (Your Name)

    The perfect recruiting email gets the recipient’s attention and opens up new doors for further communications. The above recommendations and examples should help you write a recruiting email that stands out.

    Diana Nadim is a writer and editor who has a Master’s degree in Marketing. She combines her passion for writing with her interest in research and creates thought-provoking content in various fields. Diana also runs her own 3to5Marketing blog. What inspires her the most in her writing is traveling and meeting new people. Follow her on Twitter.


    The post How to Write Professional Recruiting Emails to Candidates appeared first on Management Study HQ.

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    14 Ways To Embrace And Accept Change In Your Life

    Be Consistent In Your Actions And Motivation

    Irrelevant from the purpose of the change, consistency in actions matter. Wanting to achieve change will inherently require consistent actions, which in turn is also one of the main reasons why desired results can’t be achieved without it. It requires a mechanism that results in consistent actions that are greatly influenced by consistent motivation. – Kamyar ShahWorld Consulting Group

    Originally published at https://www.forbes.com/sites/forbescoachescouncil/2019/11/20/14-ways-to-embrace-and-accept-change-in-your-life/#579ea5ee59c5

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    15 Essential Questions To Ask Your Mentor Or Business Coach

    What are my end goals?

    Asking about the end results or impact of any advice should be a standard question after each piece of advice is received. It can be as simple as, “To what end?” The answer will not only provide clarification but will also allow the recipient to individualize the steps as well as the motivation needed to implement the advice. Clear goals will lead to better tactical and strategic adjustments as needed. – Kamyar ShahWorld Consulting Group

    Originally published at https://www.forbes.com/sites/forbescoachescouncil/2019/11/25/15-essential-questions-to-ask-your-mentor-or-business-coach/#7567e2033e2c

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