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Tips Of Recovering After A Fire Damage

After a fire damage you need to make sure that you have your own way of coming back you need to make sure that you do not get stuck there since you have to move on or in other words to soldier on with life its a journey.

To make sure that you are now able to have the best way you have the best way you can do it is always good to be sure that you are able to have the best way to move away and you need to be sure that you are able to move on in the best way much possible and you are able to have the best way to recover from the mess that is always the one from the fire damage. If you chance to encounter a problem you can always have your way out you can be sure that you are able to have the best thing you can do it in the right way so you all need to go through this article since we say that knowledge is power you need to be more powerful about it.

Immediately you come to learn that you have encountered the fire problem you need to be sure that you are able to have the right way of letting them know and this will be the first step of you recovering. The fact that you are able to have the best way of recovering you need not worry the only thing that you need to do is to have a phone call that will enable you to communicate to the insurance company and have your way back to the normal life you need to be sure about it.

Burning or fire break out at times are very much heartbreaking and that is why you need to make sure that you have the right way of coming back in life you must have a way of coming back even if the thunder that hit you was very touching you need to come back and make sure that you are in the better side of the recovery so that you do not end up suffering.

When you are able to have the mess in your house well settled then you need to make sure that you have you waters connected back so that you can even have it in a way that you will be able to have the water can also act as your security. You need to make sure that you are able to curb any possibility of such an incident that will make you lose your property.

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Essential Guidelines for Maximizing Your Tailgating Experience at the Rose Bowl

Tailgating, a sports tradition has become a staple of American sports society after very many years since it as introduced, specifically in the college football. In general, you will come across a lot of methods in which you can maximize your tailgating experience at the Rose Bowl. Below are critical Rose Bowl Tailgating Guide for maximizing your experience.

Being prepared is one of the essential tip you need to consider to maximize your tailgating experience at the Rose Bowl. For you to tailgate correctly, you require to prepare for it sometimes ahead of the game day. You are required to have in mind about tailgating before time because it is a form of art. Chairs, food menu, games, arrival time, and shade are among the essentials you need to deliberate when planning about your tailgating in advance.

In addition to that, you require to have a leader. To maximize your experience of tailgating at the Rose Bowl, it is a requirement that you get someone who will make excellent decisions on where to go as well as what to carry. The role of a leader is to help keep everything flow smoothly such that when you arrive at the Rose Bowl and set up, you will find everything is well taken care of.

The other thing you need to do for you to have a good experience with a rose bowl is by doing it with the right people. Many times everyone wants to have a big tailgate party but have people they do not like in their group. Their amount should not worry you, ensure the time you spend with them is enjoyable. Having joy is the main aim of tailgating. By turning your attention on the people, you do not like means the knowledge of tailgating will be washed off.

You are advised to have a cooking expert as you go for tailgating. It is likely that there is a cook in the group of people you tailgate with. It would be wrong to show up then find out that none among you can prepare the meal for you.

To make your experience on tailgating awesome; it is advisable to arrive on time. Whether you come early by 8 or 2 hours before kickoff, the charge is the same. The gates usually open 6 hours before kickoff but that does not mean you cannot get there earlier. It is advisable just to enjoy your football in the park. You have a better chance of occupying the front rows and a better space for setting your tailgate by being there on time. As you tailgate, you need to be in sports uniform. You do not have to worry about the colors, wear your favorite colors. Using a flag is a good way of showing up. You flag is used for marks your spot so that it can be seen from afar.

Leadership Team Training Is Important

Development of leaders at every level of the organization is vital in today’s complex business climate. Organizations today need to provide leadership development training to the team, not just individual leaders. No leader can do it alone. Leaders must work collaboratively with others to solve problems and find solutions to issues.

In today’s business climate, organizations need good leaders at all levels who are in step with the organization’s goals and objectives. Although most organizations do have leadership development programs, they do not tightly align with organizational strategy, have the full support of upper management, or have a real impact on the overall success and performance of the organization.

The number one problem with employee training programs is the same problem involved with the implementation of any organizational strategy or program. That is employee buy-in. Before we invest in any employee program, we should go and learn from the employees. What do they need? What do they want? What do they believe? What do they understand? If we let them be a part of the development of the program, it will be much more successful.

No company can afford any kind of leadership training program if the majority of employees believe that the program is not relevant to the issues they deal with. If you want your leadership training programs to be successful, everyone needs to be on board and in support of the program.

When we survey organizations, about 6% characterize their leadership development programs as Top Shelf. What defines Top Shelf? A leadership training program that has the support of upper management, aligns with strategy, builds a strong leadership talent pipeline, and has a positive impact on the overall success and performance of the organization.

Our surveys reflect a real gap between employee views and upper management’s perceptions of the effectiveness of individual leadership development programs. Employees see less value in the leadership training programs than management. Over 80% of the employees believe that the leadership training programs are not relevant to the issues that they deal with.

Only 29% of management in Top Shelf organizations see leadership development as a strategic priority. If you want your leadership training program to be effective, there needs to be a connection between the training program and the work the employee performs. Upper management needs to be more open to the ideas and suggestions of employees. More communicative, more risk-taking, and more strategic about their leadership training program.

Nine Meeting Tips

1. Only have a meeting when needed

2. Keep them focused and moving

3. Let the people carry the content; you guide the process

4. Acknowledge and reinforce constructive contributions

5. Use an agenda to stay on track

6. Summarize key points and ask for agreement

7. Review assigned next steps (make sure everyone goes from the meeting to doing)

8. Conclude by summarizing the group’s accomplishments

9. Thank group members for attending and their participation

Importance of Strategy in Business Management

All the successful businesses in this world are based on great strategies. Strategy and planning are two important steps without which you cannot think of successful business. Whether you are launching a new business, a new product, a new campaign or a business division, you must first have a strategy. The best managers know the value of strategy and how critical it is to the health of a business. From Steve Jobs to Howard Schultz, Jack Welch and all the great managers and business leaders have talked and written about strategy and its importance. Behind great products and great marketing campaigns, there is the power of strategy. Kotler has also highlighted the value of strategy and how a good marketing strategy helps brands succeed in a highly competitive world.

When Jack Welch joined as GE CEO, he knew there were major hurdles in the way of GE and finding growth would be difficult. So, he decided to give his business a new direction. The strategy he used was simplification. What often happens is that executives and managers do not have a clear cut strategy and so whenever a change happens or a new force arrives in the market, they are left feeling defeated because they are not ready to shift direction. If you want to bring an organization-wide change, you first need to have a strategy that can help you go farther than simply achieving targets. From product launch to marketing and sales and even finance and HR, everywhere you need a good strategy to win. The biggest technology companies like Google and Facebook are known for their great HR strategies. Apple and Microsoft are well known for their great product strategies. If Amazon became the biggest e-retail giant, the reason was that it had a great strategy. From being just a book seller to being the biggest online retailer, everything was based on the power of the leaders’ strategy. Strategy can be as powerful to remove every small and big hurdle from your path. Jack Welch brought simplicity in his organization because he knew without it there was going to be clutter which could kill productivity by killing communication. He divided the entire business into several divisions where each one had its own leader and each leader had the ownership of his business. He removed several layers of management to create a leaner structure which was more agile and more productive. Communication could move faster and the decision that could otherwise take years, could be made faster and within days. A strategy can change a business’ direction and everyone knows GE has continued to expand despite the turbulent market and geopolitical situations.

Other big businesses have also focused on strategy to find faster growth in international market. Apple, Microsoft, Starbucks, Nike and all the other big brands have created growth through great business strategies. All of them have great product and marketing strategies. Apple’s product strategy has made it one of the biggest brands of the world. Similarly, Nike’s marketing strategy is appreciated globally for its ability to connect with its fans. An attractive strategy makes an attractive business. It brings synchronization and improves collaboration and communication. Big brands are always ready for the future and know that business can have to go through critical economic phases where only a good business strategy can help. The last decade has seen several phases of economic and geopolitical turbulence. Without an excellent strategy, it becomes difficult to face the changing winds. It is a time where all the existing ideas from innovation to globalization are being challenged. It is the time of disruptive innovation and brands like Uber and Air BnB have found growth only through great business ideas and business strategies. Just a simple piece of technology cannot help you win. Several brands have failed in this highly competitive world only because they made financial investments but when it came to strategy theirs was weaker than their competitors. The number of your most critical competitors is always few and if you want to win you must have a stronger strategy than them. Flexibility, simplicity and other strengths can be brought about through the use of a good business management strategy. Organizations that have a complex business strategy and organizational structure, find it difficult to change direction when a change happens. Technological changes can happen overnight and geopolitical and economic changes can challenge your biggest strengths. When new businesses come and challenge the existing businesses with weaker value propositions, it becomes difficult for the existing businesses to shift gear and such businesses crumble.

Industry-wide competition has increased in the 21st century and you must have a great strategy to make your presence felt. Just having great managers onboard would not do. You need to synchronize to make use of the biggest strengths you have. Simplicity is a great strategy and the simpler your brand and product are, the higher will be your popularity and faster your growth.

Importance Of Training And Development

Training and development is an indispensable function in a fast-paced corporate world but many companies cut down on training opportunities due to their expensive nature. Employees attending training sessions can delay the completion of projects due to miss out on work time. However proper training and development holds enormous value in order to acquire new skills, sharpen existing ones, accelerate productivity and perform better. Despite of few potential drawbacks, here are few reasons that clearly state the importance of training and development.

New hire orientation

New employees benefit the most through training programs. To give insight about the company, speed up the processes of the company and address any skill gaps, training is an excellent opportunity to make the money and time spent worthwhile. A proper orientation session encourages employee confidence and improves employee retention.

Address shortcomings

Nobody is perfect. Everybody has some weaknesses and training and development helps them to overcome. If all weaknesses are addressed properly, it will help employees to be more all-rounded and better skilled at every factor of their job. Specialized training should also be organized depending upon what employees are tasked with doing on a daily basis. This endeavor will reduce the weak links within the company who are dependent on others to complete their tasks.

Improvement in performance

If you compare the employees who have access to the necessary training related to their jobs than those who don’t have, you will certainly find the difference in their performance. Training does not only help employees to deliver better performance but also increase their overall confidence. Amplify strengths, acquire new skills and improve performance by organizing a training session.

Increased consistency

If you wish to ensure consistency, a structured training and development program is a definite way to do so. Regular trainings will make sure that all employees have a consistent experience and consistent knowledge of procedures and tasks. And when you get surety about the same, employers can have a sense of relief that tasks are completed on time and without any issues. Discrimination, safety and administrative tasks are some of the crucial aspects which require training.

Satisfaction of employees

Investment in training and development never go waste as it generally leads to satisfied employees. A training should impart useful knowledge. Company should ensure that the trainings should not be tedious and dull, otherwise employees will attend it just for the sake of it. If the employees are satisfied, they will definitely reach to their assigned goals faster.

Self-driven

Lesser supervision and guidance is needed to those who have attended the right trainings. To make the employees up to date with the new technology, training is an investment that a company can’t afford to make. Company should be transformed into a learning environment where a culture of continual learning should prevail throughout.

Strategic Workforce Planning

Strategic workforce planning is the process of matching workforce demand and supply over a foreseeable time period. Organisations conduct workforce planning that builds upon quantitative activities such as headcount planning and workforce analytics, and use these data as part of qualitative decisions to support and implement organisational strategies.

Workforce planning allows organisations to better meet the challenges of a rapidly changing economy. By using business strategy to align shifts in demand with the existing and future supply of human capital, organisations optimise the workforce to meet business goals, increase market share, and improve employee engagement.

When formulating a strategic workforce plan, one needs to take into consideration the external and internal operating environment, i.e. business or market-level and corporate-level strategies. This will ensure a good balance of strategy-based demand forecast – Strategic Priorities, with intelligent supply channels – Workforce Priorities. Besides considering Strategic and Workforce priorities, we need to look at the resource and process capabilities, i.e. Process Priorities as an input to fulfil the workforce or resourcing plan.

Recently, we sat in a meeting with senior staff responsible for large-scale strategic workforce planning in Singapore. After explaining our perspectives, one replied: “But how do you plan if the nature of work is not a process?”

Following our experience, there is always a process. A sequence of tasks needed to be performed is a process that determines the type of competencies and profile of workforce needed. If these tasks cannot be listed, workforce planning is an illusion. We cannot plan something that we do not understand.

No plan is totally accurate, the workforce plan needs to be reviewed and updated regularly to ensure that approach and tactics deployed for fulfilment of the plan are valid and cater for changes in demand and in supply.

Workforce planning is not a one-way street that starts with strategy and ends with workforce supply. It is rather an iteration of strategic, process and workforce priorities. Strategies may change because of the availability of new ways of running processes, seen at many service providers who shifted their focus online. Processes may be varied due to the availability of enhanced workforce competencies, seen in many organisations who build upon the drastically enhanced communication channels of their staff to the benefit of employees and customers likewise.

If you don’t know the tasks you want to plan workforce for, your workforce planning is at the mercy of chance!

The following sections show some strategic workforce planning practices that could help tackle some major issues:

Strategic Priorities

Expecting the Unexpected

Workforce planning for a stable business that produces the same kind of product or service year over year with a certain annual increase in volume is a no-brainer. In this kind of company, customer and employee satisfaction is constantly measured in order to detect needs for potential adjustments in the workforce, antennas are out to see what the competition does and market research knows exactly what comes next. Unfortunately, this kind of organisation does not exist very often.

More often than not, internal or external factors disturb the ideal world. Can we be prepared for everything? No, we cannot. However, we can try to be prepared for the more likely scenarios. A series of “What if… ” questions and the respective answers would help to make the workforce plan more robust.

“What if we have the usual percentage of staff leaving this year after bonus pay-out?” is a rather simple example. Some organisations start on recruitment and selection even before they receive the resignation letters. They need to do this because the notice period is usually shorter than recruitment cycle time plus settling-in period.

“What if we win this rather large project for which we need a large number of additional engineers?” is a common question in construction companies. How do they handle the often large variation in workforce? This seems to be a mix of proper planning and gambling.

In most situations, having proper HR metrics in place and running respective analytics frequently helps avoiding surprises. If you would do this, you would find out, for example, that a large percentage of your staff with similar age profile and similar skills has joined at the same time when the unit was formed and you would not be surprised that all of them will leave at about the same time.

Frequently measuring customer and employee satisfaction may give additional information for future workforce planning considerations.

Focussing on Core Competency

Workforce planning should focus on what business activities are about. Transactional support activities like finance, IT or HR processes might be candidates for outsourcing in many organisations. By doing so, the planning for those activities is left to the specialists who might have more volume, better IT support and more competent workforce to keep this kind of processes efficient and productive.

However, hasty moves to outsourcing may result in broken processes, employee and even customer complaints and higher costs. Outsourcing is a major change and needs to be prepared carefully. Therefore, proper workforce planning for these rather transactional activities is easier than embarking on outsourcing.

Process Priorities

Planning Workforce for Transactional Activities

If the tasks are laid out in well-structured and stable processes, the quality of prediction is quite high. Industrial processes in manufacturing workshops or at assembly lines show this kind of characteristics. Similarly, service processes like loan approval at a bank or claims processing at any HR department are often well-structured and transactional, too. Quality of prediction is rather high if there are no drastic changes in the processes.

Predicting the workforce needed for this kind of processes seems to be easy. If the demand increases and the process stays more or less the same, accuracy of prediction following the cross-multiplication will be high. However, this is allowing the increase in workforce proportionally to the demand, i.e. never getting more productive, never becoming smarter.

Bending the straight line of correlation between demand (Takt Time) and workforce (FTEneeded) is only possible by reducing the processing time, i.e. by changing the way the work gets done. Methods like Business Process Reengineering as well as Lean and Six Sigma are frequently deployed to do exactly this – with remarkable success.

Planning Workforce for Non-Transactional Activities

“But every day we handle different applications; no two applications are the same” is a common response when employees from less transactional environments are asked to describe what they do. It seems that planning the workforce for environments where a range of different tasks with apparently little repeatability is impossible.

But is it? A good portion of obviously non-transactional processes with no repeatability show a certain degree of pattern, i.e. structure – just on a larger scale. For example, customer applications for approval of import of certain devices are totally different from Monday to Friday. Even from January to February there is little evidence that the cycle repeats. However, the percentage of simple, medium complex and complex applications turns out to be repeatable and with it the amount of time needed to do the job.

It has to be taken into account that the demand variation in this sort of environment is much higher and it has to be planned for it. At the same time, studies have shown that the working pattern on this kind of task is different to the pure transactional tasks driven partially by the environment and type of staff doing this non-transactional types of job.

Predicting the workforce for a less transactional activity such as policy writing, processing of complex applications or managing employee engagement, etc. seems to be harder since the activities have much more variability in processing time needed. However, it pays off to collect information on the big picture, i.e. the demand variation over time, and on the sequence of work in order to understand what people actually do during their office hours.

And, wouldn’t it be better if we had more structure in the so-called unstructured processes anyway? Go to Gemba and study how the work gets done. You will certainly learn something new, that usually leads to better planning and forecasting.

Benchmarking

Benchmarking is a way of gathering data about best practices in workforce allocation. Even here, there is a need to support numbers with Gemba visits. Numbers can be grossly misleading if the underlying details are very different. This may result in wrong assumptions about workforce utilisation, allocation and competency.

Workforce Priorities

Workforce Planning and Resourcing

Workforce planning needs to ensure that workforce with a certain set of competencies is available when needed. Resourcing strategies include Build, Buy, Borrow.

An outstanding example for innovative resourcing strategies integrating very different ways of sourcing for workforce had been the Singapore Youth Olympic Games (YOG) in 2010. Workforce planning for YOG was broken down in five phases with the first one being the preparation and the last one being the dissolution. The five phases required remarkably different numbers and skills of workforce. In order to keep costs low and still deliver extraordinary results, workforce had to be recruited, trained and deployed in a very flexible and yet reliable manner.

This, for Singapore largest event, had been prepared by an organising committee who consisted of more than 500 term-contract employees (Buy Strategy) who knew that they will be out of job in September 2010 (Bounce Strategy). Additionally, the games were delivered by about 1,300 short-term assigned regular staff (Borrow Strategy: STARS were borrowed from ministries, agencies and companies in Singapore), a large number of interns (Build Strategy) who came in as fresh graduates and received all relevant development at YOG as well as more than 20,000 volunteers from all over the world who received some basic training.

After all, YOG was a true example of One Government.

Resourcing Strategy: Build

Nowadays more than ever before, talent management systems are important to help catering for future workforce needs. Retaining own staff and developing them is usually much cheaper than losing staff and re-buying from the market and providing them with the inevitable development. Career planning systems add to the attraction for workforce and help predict future movements. And, systematic career planning including regular career dialogues between supervisor or mentor and staff with the objective of developing individualised career pathways increases retention of staff and eases workforce planning considerations.

Resourcing Strategy: Borrow

In some business environments as well as some public agencies or ministries, resources are needed on a project basis – like for YOG – for a limited time. Taking the government for example, large engineering projects do not start all at the same time but have rather different patterns in their timeline. Peak period for workforce needs in project A at agency One is not the same as peak period B at agency Two. However, the profile of engineers needed is quite similar. Hence, using some of these engineers first for project A and then for project B seems to be a good idea.

Smart workforce planning for a large conglomerate of companies or the said government would include synchronising projects so that the workforce need is somehow spread out nicely and balanced. This would reflect a macro perspective on a very powerful Lean approach: flexible workforce.

The younger workforce may even like this approach of being deployed on a project basis with very different projects and environments to work in.

Resourcing Strategy: Buy

Workforce planning needs to ensure that new hires are available when you need them. This means workforce planning needs to cater for the recruitment process and all its variables as well. If your business needs a certain number of new employees with special skills, the recruitment can be quite complex.

A flexible recruitment strategy helps meeting varying workforce needs.

Workforce planning needs to include a proper recruitment strategy to cater for fulfilment of job requests. Knowing the capability of your recruitment process is key. Therefore, a powerful set of metrics should be in place that enables short-term and long-term HR analytics.

Workforce planning does not necessarily lead to the recruitment of full-time employees. Today’s young workforce may wish to enjoy more flexibility due to career anchors around “Lifestyle” or “Independency/Autonomy”. They may agree with term-contract employments which serve many organisations well.

Being flexible in your recruitment strategies helps meeting varying workforce needs, keeping the costs acceptable and may even better suit the career aspiration of especially the younger workforce.

Flexible Workforce

Many organisations are structured in a hierarchical way from top to bottom with staff who is very specialised in certain tasks only. Some work units deploy only one, two or three people who are equipped with a very narrow competency set enabling them to focus on one job which they fulfil in high quality.

A very basic Lean principle says, the smaller the units that are to complete certain tasks, the less flexibility the “system” has. Ergo if we were able to build competency and mind-set for flexible workforce, we would be able to make a major step in process efficiency and would have less headache in workforce planning.

Job Redesign

Planning Workforce for dusty, outdated processes is not very wise. Workforce Planning offers an opportunity and the duty to ask questions like

“How will we be doing this job in some years’ time?”

“What kind of workforce would we need by then to complete this job with best results?”

“What kind of competencies would we need by then to accomplish this?”

Since nearly all organisations – even and especially government ministries and agencies – are driven by cost benefit considerations, the answer “We will be doing the same thing” will not get many supporters. Therefore, take the opportunity and rethink the way the work gets done. After that, redesign the jobs to the benefit of process and staff. The output of this will give you a better foundation for your workforce planning.

As a side effect, your staff retention may increase and your recruitment may benefit as well. Today’s graduates do not wish to work in yesterday’s process environments. And they are right.

Conclusion

Strategic Workforce Planning is a multi-faceted approach designed to prepare for future workforce needs. It goes far beyond understanding strategy and allocating workforce numbers to it. Since no-one is able to predict the future, the best workforce planning approach is the one that caters for many different scenarios and establishes a robust system to deal with them.

This robust system will help to tackle even tasks and processes that are less structured, less transactional. Efforts should be made to increase understanding of these tasks and to put some structure in place. This usually pays in terms of workforce allocation and process efficiency likewise.

Undertaking Workforce Planning should always be supported by job redesign and process excellence activities to ensure planning workforce for an updated process, rather than an outdated one.

Fairy Tale With A Business Cash Flow Management Lesson

Remember Hans Christian Anderson’s fairy tale “The Princess And The Pea” from your childhood? I think my Mom read it to me a hundred times.

The story goes…

A prince was searching the land far and wide for his future wife. He didn’t want a FAKE princess who only wanted his castle and his fortune. He wanted a REAL princess to share his life and have a positive impact on the future of the realm.

The prince figured out that he needed to test each candidate to see if he had found the real princess that could help him achieve his dreams.

He came up with a test, and for weeks on end he invited the candidates, one by one, to spend the weekend at his castle.

In the guest bedroom where the candidate would sleep, he piled something like a hundred mattresses on the bed. He placed one dried pea under the bottom mattress. He knew that only a real princess would be able to feel that pea under all those mattresses and that, being a princess, she would complain about her sleepless night.

Using this testing method, he found his true princess and the fairy tale had a happy ending.

It’s smart to test things out in your business too. Especially when it comes to doing things that affect your business cash flow.

If you have a nagging problem or worry about your business cash flow that keeps you from sleeping soundly at night, then here are some suggestions on a few ways you can test things out before making a financial decision.

Testing Your Marketing – Promotional Offers and Advertising Delivery Methods

The simplest way to test this is to compare promotional offers and using different media delivery vehicles, in terms of cost, effectiveness, and ROI. We’ll use a carpet cleaning business as a simple example:

The business owner compares some possible promotional offers:

1) 10% off a carpet cleaning no minimum square footage

2) One room cleaned free with a minimum job of X square footage

3) $XX dollars off your total order over a certain dollar amount

4) Free upholstery cleaning on one chair or loveseat with minimum job of X square footage of carpet cleaning – in hopes the chair or loveseat looks so good they’ll add on having the sofa cleaned at full price.

Here’s how he compares the elements of each offer:

A. The retail price at the promotional level, minus product and labor costs of delivery, minus commissions (if he uses commission sales reps), equals expected gross profit per job sold on this promotion.

B. Expected unit sales from promoting the offer X (multiplied by) the expected gross profit per job from “A” above equals total expected gross profit.

C. Expected total gross profit from “B” above minus media costs (postcard, newspaper, radio, etc.) equals expected net profit for that promotional offer using that media.

Now he decides to test the offer that appears to be able to deliver the most unit sales at the highest expected net profit and see how it performs.

Speeding Up Receivables Collections

Another thing you can test that can make a huge positive financial impact on your company’s cash flow is incentives to pay invoices faster if you invoice your customers after delivery and wait for them to pay you.

For example if you typically give the customer 30 days to pay the invoice, you could offer a 2% discount off an invoice at a certain minimum order if they pay within 10 days by check or credit card (note their check has to have arrived at your office within the 10 days), or you could offer a 3.0% discount if they agree to an immediate ACH draft on their checking account by you through your bank and straight into your checking account which settles overnight, again if their order meets your specified minimum.

There are all kinds of things you can test that can positively impact your bottom line profit. You’ve really got nothing to lose and a lot to gain by testing things out.

Why Business Analytics Is Essential for Running a Successful Business

WHY IS BUSINESS ANALYTICS IMPORTANT?
The foremost goal of any organization is profitability, and customer satisfaction is a huge component of the success of a business. When an organization innovates and stays ahead of its competition, it fulfills and goes beyond customer expectations. Many businesses still rely on ineffective, time-consuming traditional techniques for decision making processes that cannot keep pace with the competition.

The use of “Gut feel” in taking strategic decisions still plays an important role among business leaders. But does reliance on “Gut feeling” and “Traditional techniques” make for smart decision-making? What’s the best approach?

The technology boom has given rise to innovations in how data is used. Business analytics is the solution and the best move to ensure competitiveness in today’s era. To define the term: “Business analytics, one of the emerging fields in the data science, refers to the methods and various statistical and quantitative techniques used by an organization for informed decision making and business modeling”.

Analytics is the change that helps you to get your business on track. It assists the businesses to convert the humongous amount of generalized data into observation, patterning and vision.

BENEFITS OF BUSINESS ANALYTICS
What was discussed above is just an academic definition. Now let’s discuss why one needs to adopt it in business operations:

  1. Fast decisions are easily taken, but what matters is smart decisions taken in a short period. It helps to inculcate faster and smarter decision making into business culture of your organization. With the help of business analytics, the company can empower a team for data analysis to extract targeted information. When a company accesses accurate and essential data, undoubtedly, it will take the right decisions.
  2. Analytics helps in quantifying business values.
  3. Most businesses provide training programs for fresh recruits or older employees where the core business values are imparted or refreshed. Instead, companies should go a step further and undertake the help of business analytics to translate business values into numbers. This is a more cost and time efficient undertaking.

CAREER PATH OF A BUSINESS ANALYST
A business analyst is one who assists organizations in the process of business analytics. The career path of a business analyst is not strictly defined as there are several options based on industry, qualifications, interests, preferences etc.

  • Training provides trainees with the skills and knowledge needed for a proper understanding and interpretation of data.
  • Training courses help students in getting exposed to data systems and tools like R, SAS, Python etc. making them eligible for various analytical jobs.
  • The best incentive for undergoing a course is that the industry-best average salary of a business analyst is Rs 491,522 a year. There are various skills that can increase the pay scale of a business analyst like project management, SAS etc.

CONCLUSION

  • The role of a business analyst is often seen as one that bridges the gap between different departments in an organization. There are various business analytics courses which can help you achieve all the benefits mentioned above. Candidates with these skills can help an organization to strategically improve operational efficiency.

Three Things to Look for When Choosing Your Next Boss

There’s a saying in Human Resources that goes something like this: People join companies, but quit their bosses. The meaning behind the saying is simple — a manager influences a person’s level of engagement more than institutional factors. I share this view, but also believe the inverse to be true—that a great manager can create a level of connection and employee commitment that can overcome difficult external challenges and internal dysfunction. It therefore follows that, for an employee, being able to recognize a potential boss who is a great leader is invaluable, and can have a significant impact on your career. Here are three traits to look for:

1) Once they’re in charge, it’s no longer about them

Most successful individuals are driven by the desire for accomplishment. They learn to win by exceeding all others, and this drive is healthy until they’re charged with leading people, and a continued focus on their own success does more harm than good. I believe that managerial maturity includes the realization that a leader’s success is defined by the success of their people. I’ve met countless individuals who’ve struggled as leaders because they did not know how to raise up those who supported them. They were unaware that their future growth hinged on the success of those they were privileged to lead.

When interviewing for a role — a.k.a. looking for your next manager — ask your potential boss questions around this concept. For example, “What are you most proud of?” “What do you consider your biggest accomplishments?” If their answer relies heavily on the words “me” or “I”, beware. On the other hand, if they happily recount moments when their team succeeded, when their people achieved something special or especially when individual team members left for bigger and better roles, there’s a good chance that the leader you’re talking to has the type of generosity you want in a boss.

2) They have a positive view of greatness

I’ve encountered some very successful people who possessed a keen ability to see what was wrong and to fix it, and that’s certainly an important survival skill. But it’s a problem if a leader’s focus is solely on finding flaws and ensuring the absence of failure. With this type of leader, employees only hear from them when they make a mistake, and any performance beyond what is to be expected is ignored. I once coached a leader who bragged that he’d not given a top-performance rating to any employee in ten years. He was trying to convey his high standards, but I knew his people and their work, and he was failing to see their greatness. His team was doing amazing things that common effort alone could not have produced, and all he could see was the absence of a problem. He considered it and treated it as merely acceptable, and that’s just not enough.

When being interviewed for a role, be sure to ask questions that help shed light on this aspect of the potential manager. Ask them about their definition of success, and get them to explain their performance priorities. Try to get examples of what they think “great” looks like. If their answers are limited to keeping things steady, fixing what’s broken, and failing less than others, beware. Reach out to others within the organization to learn the buzz on how they handle performance management, how they give feedback, whether they know what “great” looks like, and whether they actively encourage their employees to strive for excellence.

3) They invest in their people

Employees, and especially millennials, want more than just a job — they want employability. They want to gain skills and experiences that will increase their value. Some more seasoned professionals will say this desire is also true for them—as it was true for their parents—but there’s a difference. Millennials are likely to change jobs much more than prior generations. A survey by Future Workplace called “Multiple Generations @ Work” showed that 91% of millennials expected to change jobs 15 to 20 times in their career. With such free agency, building recognizable skills and gaining credentials becomes even more important. Employees want to work for people who invest in their development through opportunities, training, and experiences. They want managers who are concerned about their career and willing to act accordingly. I frequently talk about “talent consumers” — those who make use of their people’s skills — versus “talent investors” who help their people get better and stronger while benefiting from their performance and commitment.

So, can you determine whether a manager has this strength? Remember that reputations count. Ask others about the leader and whether they spend time and resources on their employees’ development. Ask whether they know where their employees are in their individual career journeys and whether they strategize steps to move the person along. Do they put their own skin in the game? Do they volunteer their people for projects outside of their unit or invite them to higher-level meetings? Do they bring in guests from outside the unit to introduce new topics and challenge current perspectives?

When interviewing, specifically ask the potential manager about employee development. If they talk about what “the company” provides or how much “the company” spends on training, or how employees are free to take advantage of many opportunities, beware. If they talk about specific opportunities they created for employees to learn something, or the chances they took on people, or if they reflect on their own sense of responsibility for employee development, this is a signal that they may be the kind of leader you want to work for.

The value of this leadership attribute cannot be overstated. When we know that someone is investing in us, we feel valuable and important. We become more fully engaged and give our best. When we recall our most important mentors — those who improved our lives and careers — they are often the ones who invested in us. They are the people who trusted us, took a chance on us, and who saw more in us than we saw in ourselves. To have this type of manager is to be very fortunate. I know because I’ve been lucky to have them.

My hope for this article is that by strengthening your ability to recognize great leaders, it will mean that these relationships come your way more by design than by chance. I also offer a caution. I selected the leadership attributes that I believe to be most pertinent to career advancement, but we are all different. We are all seeking different things in our careers, so knowing what is important to you and learning to spot leaders who provide that is the real goal. If you understand what you want in a manager and learn to spot it, you can impact your career and your ability to lead others in turn.

Skills must teachers learn to teach digital age

In the digital age, teachers need to keep up with evolving technology, know what digital tools are best suited to their students, and use them effectively in their classrooms.

Despite all the sophisticated modern technology that helps educators impart knowledge, it is a teacher’s personal touch that holds the key to unlocking the remarkable potential in every student. Even today, the quality of teaching contributes the most to a student’s success in school. The role of teachers, therefore, is more important than ever before.

Students of today are gearing up to become global citizens of tomorrow. They are living in a highly-advanced digital age, where the cyber world has superimposed itself upon the real world. The internet and social media have made the world smaller and flatter and transformed mindsets and belief systems.

It comes as no surprise then that the processes and trends of education are being transformed dramatically.

In such a scenario, teachers have no option but to evolve as well. They must update themselves to the modern, thinking-oriented global processes of education if they wish to continue inspiring young minds and equip them with skills that can be valuable in the future.