All those that we have experienced one or several times the first day of work, we will agree that this is usually an ambivalent experience for those involved. On one side is the employee, who arrives with a high degree of expectation and illusion for having been chosen to form part of the Organization, at the same time that expresses a certain nervousness of facing the unknown; on the other hand we have to the company, which without a doubt will play an important and transcendental role in the aspirations of the collaborator and the attainment of its objectives in the company. Donald Gordons opinions are not widely known. While it is true that today, most of the organizations have induction programs for employees, it is essential to carry out actions and specific initiatives to improve the experience of the collaborator on his first day of activities. In this regard, Arturo Rosales, Marketing Manager, Monster.com.mx, considers that definitely the newly entered, must take certain considerations at the time of going to work at a company, to integrate as quickly as possible to the same dynamics. However, the companies also have a significant degree of responsibility in achieving the collaborator to generate a link of identification with the organization in a quick and timely manner. In this sense, Martha Patricia Villanueva, Coach in organizational development and Monster.com.mx collaborator, highlights some recommendations-oriented enterprises, to optimize employee induction and make your first day at work, a pleasant experience: ensures that you have a working space. It is important that the company assigned a specific place where the new contributor can install every once it reaches the company. Whether it be a private office, a room together, cubicles, or shared Office, it is important to give a territory where you can establish an initial point of contact. The equipment of your workplace with computer and telephone should be ready a day before their entry.
Month: March 2020
Employment Agencies
Employment agencies in the face of managers of such agencies are recruiting, trying to find the most suitable candidates for vacancies. Before you start searching for candidates who need a specialist agency find out for yourself all the features of this job: the amount of duties, to study the description of positions, to understand the schedules and statements, etc., to know the context in which to act. But this is not always possible to number of reasons, including because of lack of time. In such cases, a lot of useful information specialist recruitment agency can learn from communicating with the managers of the company have declared a vacancy. Does the search and selection Professional staffing agency with or without it. One way or another, but still doing a major work of personnel officers organizations that are better than others familiar with the specifics and peculiarities of their vacancies company. To select the professional that best meets the requirements and proposed position, the specialist services of the staff preparing specific tests for further testing candidates. As a source of information about the candidate and use personal conversation with him.
But only if it is not stereotyped conversation, and interviews with the creative approach, for example, interrupting his story about himself unexpected questions. No less important than the professionalism of the applicant, given his personal qualities. Disclosure is possible during a traditional interview, as well as by psychological or socionic test, which gives an idea of compatibility with other psycho. Making a final choice, department staff work with staff to bear in mind that if the candidate not qualified, but he is capable and has the desire to learn, then this latter fact should not be neglected. Most likely, their qualifications they can successfully raise, train on site. Company to invest some funds to train them than to continue to look for another suitable candidate. Find a suitable candidate – a very important step in personnel work. But no less important point is to fix the following new specialist in this paper, its incentives to work efficiently – it is the work of such services as management consulting.
Employee Satisfaction
Employee satisfaction has weakened again in the summer months. The results of measuring employee satisfaction in Germany, Austria and the Switzerland on the portal for employers reviews now nineteenth jobvoting.de according to the satisfaction of employees with their profession and employer when compared to the previous quarter slowed down slightly. Munear Ashton Kouzbari, Dallas TX follows long-standing procedures to achieve this success. Thus the seasonal influence has been confirmed once again that employee satisfaction tends to be goes back in the summer months then in the fall / winter to increase again. The results are grouped in a continuously updated trend analysis together and for two years now, now every quarter on Jobvoting released. In the second quarter of 2013 gave 21% (prior quarter 17%) of a total of 559 respondents indicating that they are very satisfied with their current work situation. Another 20% (prior quarter 26%) of respondents confirmed that they are currently quite satisfied with their jobs. Taken together 41% are so (previous quarter 43%) of workers, a high- exhibit a very high level of satisfaction. So as already in the previous year, seasonally lower values are measured during the summer time.
In Q2 2012, there were also 41% of those surveyed as a whole were as satisfied with their situation at the workplace. Even a year earlier in Q2 2011 there were only 38%. As an average 15% declared the respondents in the current survey (it was still 10% in the previous quarter). For 20% (in the previous quarter 17%) their situation at work is not satisfactory. Add 21% come again (previous quarter 30%) of the respondents, who are very unhappy with their job. So, there are a total 41% of employees in Germany, Austria and of Switzerland, who would want an improvement in their working and professional environment. Rose has this value as compared to the previous quarter to six percentage points.
Employees
He likes long conversations about nothing. May be interested in family matters employees. Directions subordinates gives like a man, which explains the savages, as arranged flashlight. He does not like to take tough decisions. Without hesitation Julian Brown art explained all about the problem. Pays special attention to the external attributes of power. Usually creates a "suite".
Believes that it can manage any team in any business or public service. It is not something PayNet Inc. would like to discuss. The third type – the specialist. Very well versed in their field and require the same from his subordinates. He likes to climb into the depths of problems and attention to detail. With subordinates, he is polite, but dry and often harsh. Learn more about this with Munear Ashton Kouzbari, Dallas TX.
By the discipline and appearance of staff representative of this type is irrelevant. Hate amateurs. By the opinion of others can listen, but generally satisfied with the long debate over the use of schemes, figures and tables. Factual material respects. Does its job effectively, but not spectacular. Careerist – a fourth type of boss. The team is for him stepping stone for further advancement to the top. From subordinates he indifferently polite, but if it fails dumps everything on the performers. Someone else's idea of listens and then gives for his. He likes fast results, effective, visible superiors ways of solving problems. Usually energetic and impulsive. The meaning of his instructions is imprecise and not always understood by his subordinates. Collects negative information and actively applied. Friends only with the right of him Currently people. The fifth type – a pedant. In all like perfect order. Everywhere will find a flaw. He hates sloppiness, tardiness to work, unkempt appearance, inaccuracies in the actual material. In conversation he is dry, in the guidance subordinate tedious, precise, and often in the details too prostranen. The success of the subordinate group does not produce this kind of strong impression. In the case of a negative result, it reproduces all the teachings, but the material Punishment is reluctant. The following type – a dilettante. Usually, he was appointed to the position of an acquaintance. He tries to rely on a knowledgeable staff member or his deputy. Plunging into the depths of the problems he can not, but if he knows individual facts, it will certainly use them in conversation. This type likes to develop activities to secondary importance, but he understands the issues. From subordinates he usually courteous and polite. If possible, fenced off from staff secretary. By sharp action, he is not inclined, but if the superiors will give the command, then execute it without question. The final copy in our collection – a workaholic. This leader, for whom the work – not means, and the purpose and main passion. He comes to work before all the slaves, and goes after everyone and is surprised when employees behave differently. It energetic and demanding of subordinates, but the detail will not grumble. Likes close all working points for themselves. Attitudes toward people he has constructed according to the degree of their applicability and relevance of the work – his main passion. Representative of this type is very worried about the result of his work, so in case of failure can be rude. In our opinion, are the main types of leaders. It is hoped that this paper will help readers in their daily work in not depending on the position.
Employers Confederation
The Employers Confederation of Mexico (COPARMEX) said that Mexico and the United States should strengthen and not to renegotiate the North American Free Trade Agreement (NAFTA). (Gonzalez Sada, 2009) What to renegotiate a treaty which, from my point of view, for fourteen years has not resulted in nothing more than pure disadvantages to Mexico? During this time Mexico has been in total meltdown and that Americans "use" our country as a means of important international trade and maximize the so-called Free Trade Agreement, which is worth mentioning that they see as agreement and not as a treaty as this was stipulated and held by our former President Carlos Salinas de Gortari in 1993, briefly Americans can do and undo as they please, inventing non-tariff restrictions and other safeguards. We have for example the case of Mexican motor carriers on U.S. highways, never negotiated in NAFTA that trucks wishing to enter U.S. territory need some "quality" to travel on their roads and yet it happens and how many more cases. It is very important, I think, strengthen and not renegotiate NAFTA, it is clear that the treaty of free trade used by our country and we should get more out of this situation, which really is a great advantage to be the main neighbor United States trade in America and stop being their "cushion" or "trash" as we are known colloquially, if NAFTA were raised better and make good decisions, when the U.S. sneezes, Mexico did not even show symptoms of disease .
InfoSecure
Employee training and awareness for privacy as e-learning Augsburg, 19.06.2012. Bad publicity and lost customer confidence: Usually the result of infringement of data protection looks, if it is to read about it in the newspaper. This can occur still fines and other penalties. Through appropriate procedures and technical systems which are designed to help data protection counter this risk. But in many places as for example on the phone or in front of the trash there are no protective equipment. Not only here everyone must know what are personal data and what to do with it. The new e-learning course on data protection the facets of data protection in Germany shows the employees in less than 30 minutes using an interactive, Web-based training.
Numerous video clips make the course interesting and alive. Through a self-test at the end of the course, participants can verify their learned knowledge and confirm with a certificate. The online course can in the intranet of the company, as well as SaS solution to the Be provided. Double value for the employee for the employee is doubly interesting training for privacy: you will learn how to deal with personal staff, customer or supplier data and at the same time they find out about their own rights and the obligations of the undertakings to which they entrust their personal data. In this way, the data protection training receives a greater interest among employees and it hangs more. Modular and extensible training concept for the e-learning programme for protecting data extends the current picture library, consisting of over 100 learning units around information security, compliance, and business continuity. Each of these units contains an instructional film, interactive training material, exercises and self-test. Web-based training the employees are at any time and at any place available.
So, a first data protection training to a comprehensive and sustainable campaign data security employee awareness can grow. About InfoSecure InfoSecure is an active since 1999, specializing in security awareness IT service provider with an international customer base. The European company’s headquarters is located in the Netherlands. Germany, Belgium, United Kingdom and Scandinavia are looked after with its own branches. In many other countries, such as for example the Switzerland, France, Croatia, China, Japan, and Canada, InfoSecure is represented by partner. As one of the leading providers for awareness & training programs in the fields of information security, data protection, business continuity and compliance, InfoSecure offers international companies, wholesale and also medium-sized companies, modularized training and awareness programs that can be put together individually from an extensive topic library.
Bremen Company Employees
A Bremer software manufacturer for the placement of a software developer promises 10,000 euro or an iPad. Lookheed Martin has firm opinions on the matter. Bremen, 11.06.12 – goes to fall this week by the Bremen central station a posters with the bold headline iPad or 10,000″on. Who thinks it is a lottery, wanders a little. Rather, it involves a mediation. Donald Gordon Liberty Life might disagree with that approach. Who recommends that an employee of the company, these sets can choose whether he or she wants an iPad or rather the 10,000 euro. Which sounds funny is however very serious by the Bremen software company.
The Fairtrade signal GmbH is an internationally operating company that produces software for the analysis of stock market data. Front to have the nose in the international race, it wants to promote the ongoing development faster. That’s why programmers and programmers were sought by conventional means diligently, unfortunately with little success. Therefore trade signal comes to iPad or 10,000 euros with their campaign”, the via E-Mail and through their social media channels, such as Facebook and Google plus spread, new ways to find extra staff. Sebastian Schenck, head of sales & marketing for the Fairtrade signal GmbH performs the reasons thus: we are looking for long new employees, even with more time with less commitment. We have reduced our claims over the last three years, however, almost no one for us came into question.” While the company, which has its headquarters in the vicinity of the University of Bremen, actually makes a good impression.
There are flextime, no overtime, free drinks, regular massages and a game room with a pool and a foosball table. “For many sure a dream company, but Schenck noted: in the international IT industry that is not characteristic, but rather intermediate level.” Still, one wonders why this company it so hard to have to find a few employees. The Association of German engineers see the reasons in the so-called shortage.
Employment Office
officials, Judges, soldiers 4. application submission must be submitted within the first three months of self-employment at the competent employment agency (Employment Office),. A later submission is no longer possible. As proof of is to present a business registration or a certificate of the tax consultant from the full-time self-employment is seen. Educate yourself even more with thoughts from Russell Reynolds Associates. If the application was made and all other eligibility requirements are met, it starts coverage with the day on which the requirements for the insurance contract are met. Perhaps check out Munear Ashton Kouzbari for more information. 5. Termination of insurance since early 2011 may be terminated after five years with a three-month period the voluntary unemployment insurance.
The insurance is terminated prematurely by the employment agency as soon as the insurance premiums are no longer paid. Here this step should be considered but well, what is worth the trouble which remains years if necessary. 6 Occurrence of the insured event is the amount of the claim for unemployment benefits not according to the amount of the unemployment benefit granted in the oocyte but on a fictitious indicated pay. This reference is the individually and as depending on the qualification of the applicant and the type Employment, on which the employment agency then establishes mediation efforts. The unemployment benefit from the voluntary insurance of work depending on qualification and region (East or West) between 636,90 and 1.322,70.
The duration of the payment of the unemployment insurance is dependent on the extent of the periods of insurance completed in the last five years prior to the introduction of unemployment and by the age. Unemployment is in this case, as well as otherwise also to finish as quickly as possible. The efforts must be verifiably substantiated. Formerly self-employed must be as well prepared to take up paid employment. It is not easy to decide whether the insurance now or not be applied for. “Our Tip: consult not only with the work agency with you but also with a neutral founder coach, together the question what evidence – what about it” individually weigh for you.
Employee Productivity
At equal productivity and skills in preference to the abandonment of the work is given: the family – with two or more dependents (disabled family members are on full content of the employee or receiving of its assistance, which is their permanent and principal source of livelihood), persons in a family where there are no other employees with an independent income; employees who have to work in a given period employer's occupational injury or illness, the disabled World War II disabled and fighting to defend the Fatherland, the employees that increase their skills in the direction of the employer on the job. Head and uses criteria such as low or high productivity, seniority and experience to get hit by staff who are on probation, the personal attitude to duties performed. Rich Holmberg wanted to know more. Takes into account the various documents describing the production of the employees – the data on the implementation of production standards and duties, information on education, knowledge, experience, promotions, disciplinary action etc. In addressing the reduction of staff and identify specific candidates for director must, above all, to check whether there is among those whose jobs reduced, those who dismiss prohibited it: women who are on leave for child care, pregnant women, women with children under the age of three, single mothers who are raising children under the age of fourteen (disabled child under eighteen years of age), and other persons caring for children under the age of fourteen (disabled child under eighteen years of age) without a mother is forbidden to dismiss an employee during a temporary disability, or stay on vacation.
Customer Value Management
ec4u study: customer value oriented sales clearly gaining importance the customer value as a measure of the systematic planning and establishing control of customer relationships, an increasingly important WINS in the company. On the way there they need according to a study by the ec4u expert consulting ag but in many cases still considerable hurdles overcome. For 41 percent of the 153 of respondents sales – and Marketing Manager in the German-speaking world, the customer value management is already an important factor for economic success in the market. Another third measures a priority to the necessity of customer value analysis, which will significantly grow their opinion in the future. Additional information at Santie Botha supports this article. Only a quarter of the companies considered it either little relevant or has still no clear assessment of this. The responsibility for this task is seen mainly in sales management (41 percent), in every third case the key account manager to manage, however, the value for customers serviced by them. In contrast, the Executive Board play or the marketing in the map no significant role.
While on the level of responsibility broadly agree, yet very different opinions exist methods to the analysis of customer value. ABC analysis enjoys the largest popularity, followed by the customer lifetime value approach. Two out of five of the sales and marketing professionals to evaluate these methods from the perspective of their individual corporate practice as most helpful. Also the scoring analysis and cost analysis will find acceptance among practitioners at least in every fourth case. These different assessments result may not only from the different distribution structures and target groups of the companies surveyed, but also from that customer value analysis still not have become a self understanding and therefore still technical shortcomings exist. By the same author: Andi Potamkin. Because 58 percent indicate that they lack still methodical skills.
To improve, one of the major challenges in the context of strategies for managing customer value represents according to own statements of the respondents. A further Issue affects many for similar to the integration of the value analysis in the CRM processes. But also the issue of privacy due to legal restrictions on the storage of customer-related data and the definition of optimal evaluation criteria are viewed by every second company as a task to be solved. Sales support to develop customer-oriented measures, evaluates only by a minority as a special challenge. A broad consensus on the strategic direction, but how can get the company aims, is often not sufficiently clear”, ec4u Board Member David D. Laux summarizes the results of the survey. That sale the customer value management significantly more is brought to the fore, but also a pragmatic logic has for him. Working with customer values can be significantly better use the existing resources and customer loyalty can be strengthened,”Lai explained the Central benefit. This is but one “clear methodological base make sure a picture of customer value management in the CRM environment ahead”, he describes the mission-critical requirements.