The Consumer Salon

A successful business depends on good people management skills. With a little effort you may acquire and improve these skills. It can be an advantage to have a intuitive affinity for communicating with people, even so you can do numerous things to simplify the process.

Relationship Building: Start by memorizing staff’s names. Talk to employees; look people in the eye during a conversation. Show respect, and be sure to be attentive to what the other individual says, even if you disagree or have a different opinion. Listening to everything others say is one of the most critical human resources management skills in your arsenal. Show an interest in what people can offer the team. Exhibit integrity: Do not give promises you can not fulfill. When you don’t keep your promises, the delicate bond of trust is wrecked, and without trust employees will not give you their best. Each time you give a commitment or give your word on something, you are squandering your time unless you keep your promises. The truth is, when your people can’t depend on your promises, you can be certain they will act in a similar manner. Encourage feedback: It’s a two way street. Human Resource management skills mean keeping an open mind to all feedback. Being accessible and open proves that you want to listen to your co-worker’s ideas, and they should respect your opinions. Open discussion in addition furthers original ways of doing business, innovative methods of fulfilling the goals of the team, and develops the team dynamic. If team members can express their ideas, every member takes an interest in the outcome of the project. Communication is essential: Good communication is the key to managing employees effectively. Keeping an open door policy, utilize good listening skills, keep an open mind, and permit all of your employees a chance to speak. Staff should be inspired to speak to one another as well as with you. The sharing of thoughts is critical in the creative process, and in listening to one another, you can root out any problems at an early stage, and corrections may be applied before matters get out of hand.

This can require time, nevertheless the rewards are worthwhile. By inspiring a good team dynamic and listening to your team’s suggestions, a flourishing business will be accomplished.

The technology industry has been productive in developing faster, simpler, and more efficient solutions to many business issues. This includes simplifying the employment hiring process. Technological advances have led to the advent of a better solution for Employment Verification. This allows for safer, faster, and more effective verification. Gone are the days of making dozens of phone calls, typing or emailing requests, and waiting for a call back from previous employers just to verify the job history of a potential employee. Verification using a trusted employment verification service takes care of all the hard work and sends you a detailed report of the findings.

Regardless of how necessary the process may be, it can still feel grueling and inconvenient. Employment verification is one of the largest headaches facing prospective employees and Human Resource agents nationwide. Valuable time is spent chasing down out-of- date and therefore inaccurate information and making phone calls that oft times do not get returned. In the meantime, the hiring process is stalled and cannot move any further until the matter is resolved. This leaves both the candidate and the company out in the cold for unknown stretches of time. Unfortunately, this vicious circle repeats itself over and over in offices and HR departments annually. Outsourcing for the large corporation is really the only cost effective way to deal with the many applicants they will have to deal with.

It’s crucial to acknowledge when the “hot career” pendulum swings to a new area – particularly if your career or industry is out of favor.

In the not to distant past we had the swing of the dot-coms, companies were being started almost every bit of each day. Then came the swing of the pendulum, companies folded, jobs went away, and now ten years later many of those offices remain bare.

Then we entered the “oughts” and the hot industries were bio-tech and health-care. The SF Area saw a growth of schools training people in the medical field; even the EDD started training people for the medical field. Unfortunately, after a while, the number of professionals looking for jobs far exceeded the needs of the industry and today many of these people are now seeking a new hot field.

The new buzzword for jobs in 2009-10…and maybe beyond…is “GREEN JOBS”. The administration has injected big amounts of cash for companies in a variety of connected fields – like batteries, smart-grid, solar, small wind. These funds are allowing these companies to expand and also helping new companies to get a start. According to CNN Money (11/18/2009), the government stimulus money has made 110,185 jobs in California. In discussions with Paul Davis, V.P. of Client Services here at the AA-Careers job hunting center, this year 25% of new clients are seeking career changes, and over 20% of them are taking clean tech jobs. The job openings cover the entire rante from engineering to computer software developers to customer service and sales.

According to an article done by a major career website, hiring in the 2009 period in “Green” jobs increased across the US by 13 %, and that will again in 2010. Clean Edge.(October 2009) states “President Obama and Chinese President Jintao have both made clean-tech development and deployment a cornerstone of their leadership, targeting the creation of millions of new clean-tech jobs”. “Many believe we are just at the beginning of the clean-tech job creation era.” It could be the most significant growth area since the advent of the computer and the Internet.

The top 5 industry sectors for clean-tech job growth, according to CleanEdge are:
1. PV solar
2. Bio fuels & Biomaterials
3. Conservation
4. Smart Grid, and
5. Small Wind.

Making job changes has never been simple. Many people using the old “Historical Style” resume have little or no success and tend to give up, using statements like “they are only hiring people with prior experience”. Paul Davis and his staff at AA-Careers have been extremely successful for years using highly targeted resumes which contain more information regarding the job seeker’s ability to make the company money or save them money, based upon past accomplishments. Think about your own accomplishments and how could they apply to the new rapidly growing “green” jobs.

Stay tuned for more hiring trends with AA-Careers new job hunting blog!

Nowadays numerous businesses feel that, when all of their employees have the required level of health & safety instruction, they are suitably prepared for a disaster. The truth of the matter is that, irrespective of the industry you’re in, employees need more than the basics in health & safety regulatory affairs. Equipping your staff, selecting an enthusiastic supervisior and organising regular safety practise sessions are all essential factors. A team supervisor has a bigger function to carry out than just general supervision. Your choice of supervisor must show enthusiasm, they should also see health & safety education as great. As well as ensuring compliance with health & safety legislation, the task of a supervisor includes overseeing employee performance too. Of course it isn’t easy to accomplish all this at once. An accomplished supervisor is required to have in-depth knowledge of both the industry and production in addition to a very high level of comprehension of the safety legislation, the identification of risks, and first aid. It simply isn’t adequate to provide your employees with health & safety education. Your staff need to practise risk assessment and the recognition of hazardous areas. Employees must understand how to deal with safety hazards and how to act when anything unexpected happens. Your employees are only protected when all they have been taught has become automatic.

Education is in reality useless if you don’t keep the necessary safety equipment. Without the right supplies or alternatively should employees discover that supplies are broken only after something has happened, even the very best instruction will not help them.

You must perform detailed checks on a regular basis to make sure that all the required equipment is there and also that it’s all operating properly. If you find something is not in perfect working order, have it fixed or call out a maintenance engineer as quickly as possible. Your workforce must receive proper health and safety education, but they need good quality apparatus, the chance to practise, and an educated supervisor who gets staff to be enthusiastic about working safely. If you implement these steps you should find health & safety legislation will soon become part of the workforce’s working habits not an inconvenience for staff to think about all the time.

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Succeeding in business depends heavily on competent people management skills. You can learn and improve these techniques. It can be an advantage to have a innate affinity for people, but there are numerous things you can learn that will simplify the process.

Forging relationships: Begin by using staff’s names. Speak to staff; get eye contact when you are talking. Have a respectful attitude, and be attentive to what the other person has to say, even if you disagree or have a different viewpoint. Paying attention to what staff have to say is one of the best people management skills you can learn. Show interest in what they can contribute to the team.

Show integrity: Don’t give promises you won’t keep. When you don’t deliver on what you promise, the delicate bond of trust is wrecked, and individuals will not give you their best without trust. Each time you say something or give a promise, ensure you can deliver or don’t bother giving your word at all. The truth is, when your people can’t count on you, they will not be committed when it’s really important. Feedback is essential: Feedback must be a two way process. Having an open mind regarding other people’s views is an important skill in managing individuals. If you are prepared to show that you are approachable and receptive, you prove that you value other’s views, and they should appreciate your opinions. Open discussion in addition promotes original ideas, ways of fulfilling goals, and develops the team. By allowing the team a voice, each team member takes an interest in the outcome. Communicating is important: Your people management skills boil down to one thing – communication. Keeping an open door policy, listen closely to other people, be open minded, and permit all your staff an equal voice. Encourage team members not only to speak to you, but also to talk to each other. The sharing of thoughts is crucial in the creative process, when the employees communicate efficiently, it becomes easy to discover any issues before they might present problems, permitting corrective measures to be put in place to prevent further problems.

A little time and effort will be required, even so the payoff is worthwhile. By inspiring a good team dynamic and by taking heed of your team’s opinions, a successful business can be accomplished.

The remodelling of the old Treasury Department building has been followed by instant attention from prospective tenants. The building, situated in the prime business location of 80 Mosley Street, has already entered into a lease agreement for the first 1,800 square feet of its office space.

The completion of the building took longer than expected due to the economic downturn last year. However, it has been fully refurbished now and has been aptly named “the epitome of 21^st century design”. It has also attracted a lot of attention from potential tenants, especially since the property and consulting firm WT Partnership has showed interest in its office design space and has announced the office relocation of its headquarters to Mosley Street.

According to Bilsdale Properties, the site developer, many people have shown their interest in the building because of the fact that such a globally renowned firm with more than 950 employees has chosen it to base its headquarters. Further, the rents ranging from £18.50 to £22.50 per sq ft make it more lucrative for the commercial players.

The building is currently offering 30,000 square feet of standard office space spread across nine storeys, which are later additions to the five storeys that existed previously. Furnished will all the required amenities in addition to a manned reception and a terrace on top, the building is well suited for all purposes. This is added upon by the presence of Café Nero and world class parking facilities in the basement.

Many businesses believe that, by supplying staff with basic instruction in safety in the working environment, they now have everything needed to cope with a disaster. The truth is though, staff need much more than simply a basic education in health & safety regulatory affairs. Equipping your workers, selecting good supervision and supporting frequent safety practise sessions are crucial to the safety at work. A team supervisor has an even greater function to carry out than just general supervision. Your choice of supervisor must see their health & safety training as fundamental and have the ability to share their excitement about it. In addition to following any relevant legislation, the supervisor must also ensure that each employee works efficiently. This is no easy job. An accomplished supervisor needs to have an extensive understanding of the industry best practice and manufacturing processes as well as an in-depth understanding of current legislation involving safety, risk assessment and CPR.

Make sure to review our trusted webpage for health and legislation products!

It simply isn’t enough to offer your employees health & safety instruction. To successfully spot a hazard they require to put their newly accquired knowledge to the test. Staff have to know the best method of eliminating hazards as well as understanding what to do when the unexpected happens. Your workers are only protected when everything they have been taught has become routine. Instruction is in fact useless if you don’t have safety equipment. When they are missing equipment they require, or even notice that they’re broken in an emergency situation, all the training there is to offer is not going to help them. It’s a good idea to check often to ensure you have all the necessary equipment and that it is working well. If an item isn’t in perfect order, be certain to get it remedied ASAP and put it back in the right location. Your workforce have to get appropriate health & safety education, however they require good quality gear, regular practises, and a supervisor with contagious enthusiasm. When you implement these steps you will find the various safety regulations before long be established in your business culture and no longer something challenging for employees to remember.

Confidentiality is a major issue to prospective, previous and current employees. Keeping this concept in mind, you can find better solutions for the verification of new hires that is not only completely confidential, but also faster, accurate and easier. The two go hand in hand when you want to keep up productivity. It is also vital for you to know who you are hiring or considering hiring. There was a time when making phone calls to previous employers was the standard in Employment Verification. Today there is a revolutionary way to get this job done thanks to technology. How does this revolutionary process work for you?

This is a simple process that is quick and easy for you to do. This is how it works:Sign up for a secure and confidential online accountFill out verification forms for new hiresEmployment Verification forms are sent via fax and email to previous employersPrevious employers fill out the appropriate forms and submit them to the secure systemYou receive an email alert to inform you that your information is readyLog in to your account and view the confidential records you requestedThat is how easy and fast it is.

As an additional bonus, the system will also conduct the standard background check for the employee at the same time. This keeps all the background processes within the same company, again streamlining operations and promoting efficiency within the department. Additionally, the previous company has the option of adding feedback about the employee in some key areas, such as punctuality and attitude, to name a couple. With all of these benefits, and the potential for drastic reductions in man hours required to compete Employment Verification, this system is sure to be worth the competitive costs that are charged to the hiring companies.

Efficient people management is important in order to achieve the best in your business success. These skills may be developed and learned. Having a natural affinity for communicating with people may be a plus, however you can do numerous things to facilitate the process. Build relationships: Remembering employees by name is a good beginning. Speak to people; make eye contact during a conversation. Have a respectful attitude, in addition pay attention to the other person’s opinion, even if you don’t agree or have a different point of view. Listening to everything others say is one of the best talent management skills in your arsenal. Welcome any contributions from your co-workers. Live up to your word: Do not make promises you will not keep. When a promise is not kept, it can destroy trust, and without trust people will not perform at their best. Everytime you make a statement or give your word on something, do be sure that you can deliver or it would really be more sensible not to give your word at all. You’ll find, if you can’t be counted upon, you can be certain they will behave in the same way.

Encourage feedback: Feedback must be a two way process. People management skills mean being receptive to all feedback. If you can demonstrate that you are accessible and open, you establish that other people’s views matter to you, and they will value your views. Promoting open discourse also promotes creative problem solving, ways of fulfilling goals, and develops the company dynamic. If your employees have a voice, the project becomes important to every member.

Communicating is the key: Dealing with people boils down to the same thing — communication. Be accessible, listen closely to your co-workers, remember to welcome feedback , and allow team members a chance to express their opinions. Staff should be inspired to talk to one another as well as with you. The exchange of thoughts is imperative in the creative process, if the team members communicate efficiently, it is easy to identify any issues quickly, and corrections may be applied before matters get out of hand.

This can require time, even so the rewards are worthwhile. By encouraging a good team dynamic and demonstrating good listening techniques, a thriving business will be yours.

So, this will be continued. The expectations are set!

The one dollar and twenty two cents net earnings ($ 1,22) was (way) below the expectations. And so the stock prices (GOOG: $ 393) fell back 9% today. Both stocks quote below the level of December when the live reporting began; GOOG (-5% from $ 415) and YHOO (-15% from almost $ 41).

These are however absolute returns. The stocks are setup in a race between, but there is no benchmark set for either of them. Lets park that for the next time and we can take the Nasdaq for it (current index: 2301). Also, in order to compare (the competition between) companies you need to analyse the difference in focus. (To be elaborated…)

There are two ways in which a growing company can grow even more and there is only one way in which a non-growing company can grow; the first by buying others and by autonomous growth. Buying other companies is an interesting growth strategy, because the company can leverage on the growth of the stock price.
For companies that nearly grow cannot use that possibility.

But what happens when you buy your own competitors? This is the topic of this live reporting. Most companies have a competitive attitude towards the market, to their environment. But what about the internal market; the market inside the company?

Think about a company that is growing on behalf of buying other companies; the competition. Once these companies are absorbed, they will only support the growth of the main (global) company if these new “satellites” are moved into the same strategic direction. If the companies continue to compete internally the net benefits will be less than the sum of the parts.

If you are ambitious to the challenge that the individual parts of your company cooperate rather than compete (and this holds for both companies that are taken over, as for internal departments), than you should use different management principles.

This could start for example by withdrawing some freedom the new satellites have experienced so far, in order to avoid cannibalism and to prosper future synergies.

Hans Bool

Hans Bool is the founder of Astor White a traditional management consulting company that offers online management advice. Astor Online solves issues in hours what normally would take days.
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