20 Powerful Tips For Advancing Your Career

You don't want to stay in your current position forever... you want to move up! Here are 20 ways to boost your chances of getting that nice promotion:>vacancy

1. Do more than is expected of you. Prove that you're capable of handing more responsibility. Volunteer for special assignments.

2. Take initiative and do what needs to be done, before being asked. 

3. Learn the skills you'll need to advance. Take advantage of on-the-job training, but don't rely exclusively on that. Consider taking (and paying for) skill-enhancing courses on your own.

4. Be loyal to your boss, your team, and your company. (Yes, you can be loyal without being a "brown-noser.")

5. Be patient and don't expect to be promoted without demonstrating your abilities over time.

6. View the big picture and understand your company's mission. Find ways to help them accomplish it.

7. Save money for your company by identifying ways to boost revenues, reduce expenses, or streamline processes.

8. Offer solutions to the problems you must take to your boss.

9. Show respect to everyone -- superiors, peers, subordinates, and especially customers.

10. Don't be afraid to say "I don't know." If you don't know something, say so; don't try to fake it. Find the answers you need.

11. Take responsibility for your actions. If you're at fault, admit it and take the blame. If you're wrong, apologize.

12. Never gossip. Gossip can hurt the careers of two people: the person being talked about, and the person doing the talking.

13. Never say "That's not my job." Don't think you are above anything. Pitch in and set a good example, especially if the job is one that nobody else wants to do. Your willingness to do so will be noticed and appreciated!

14. Share the credit. People who share credit with others make a much better impression than those who take all the credit themselves.

15. Ask for help when you need it. Don't let a difficult task get out of hand. When you need help, ask for it -- before things get worse.

16. Keep your dislike to yourself. If you don't like someone, don't let it show. Never burn bridges or offend others as you move ahead in your career. 

> job vacancy indonesia  

17. Don't hold grudges. Life isn't always fair. If you were passed over for promotion, didn't get the project you wanted, etc., let it go. Be gracious and diplomatic, focus on the future and move on. Harboring grudges won't advance your career.

18. Be humble. When you're right, don't gloat about it. Never say "I told you so!"

19. Make others feel important. Compliment others, emphasize their strengths and contributions, and help them whenever you can. They will enthusiastically help you in return.

20. Join associations and professional organizations related to your career. In addition to helping you learn more about your industry, this can provide invaluable networking opportunities. (Which might come in handy if your employer isn't promoting!) 

> employee

The Major Key to Your Better Future is You

Of all the things that can have an effect on your future, I believe personal growth is the greatest. We can talk about sales growth, profit growth, asset growth, but all of this probably will not happen without personal growth. It’s really the open door to it all. In fact I’d like to have you memorize a most important phrase. Here it is, “The major key to your better future is YOU.” 

Let me repeat that. “The major key to your better future is YOU.” Put that someplace you can see it everyday, in the bathroom, in the kitchen, at the office, anywhere where you can see it everyday. The major key to your better future is YOU. Try to remember that every day you live and think about it. The major key is YOU. vacancy

Now, there are many things that will help your better future. If you belong to a strong, dynamic and progressive company, that would help. If the company has good products, good services that you are proud of, that would certainly help. If there were good sales aids, that would help, good training would certainly help. If there is strong leadership that will certainly help. All of these things will help, and of course, if it doesn’t storm, that will help. If your car doesn’t break down, that will help. If the kids don’t get sick, that will help. If the neighbors stay half way civil, that will help. If your relatives don’t bug you, that will help. If it isn’t too cold, if it isn’t too hot, all those things will help your better future. And if prices don’t go much higher and if taxes don’t get much heavier, that will help. And if the economy stays stable, those things will all help. We could go on and on with the list; but remember this, the list of things that I’ve just covered and many more - all put together - play a minor role in your better future. 

The major key to your better future is you. Lock your mind onto that. This is a super important point to remember. The major key is you. Mr. Shoaff always answered when asked, “How do you develop an above average income?” by saying “Simple, become an above average person. Work on you.” Mr. Shoaff would say, “Develop an above average handshake.” He would say, “A lot of people want to be successful, and they don’t even work on their handshake. As easy as that would be to start, they let it slide. They don’t understand.” Mr. Shoaff would say, “Develop an above average smile. Develop an above average excitement. Develop an above average dedication. Develop an above average interest in other people.” He would say, “To have more, become more.” Remember; work harder on yourself than you do on your job. For a long time in my life, I didn’t have this figured out. job vacancy indonesia 

Strangely enough, with two different people in the same company one may earn an extra $100 a month, and the other may earn a $1,000. What could possibly be the difference? If the products were the same, if the training was the same, if they both had the same literature, the same tools. If they both had the same teacher, the same compensation plan, if they both attended the same meetings, why would one person earn the $100 per month and the other person earn the $1000? Remember here is the difference...the difference is personal, inside, not outside, inside.

You see the real difference is inside you. In fact, the difference IS you. Someone once said, “The magic is not in the products. The magic is not in the literature. The magic is not in the film. There isn’t a magic meeting, but the magic that makes things better is inside you, and personal growth makes this magic work for you.

The magic is in believing. The magic is in daring. The magic is in trying. The real magic is in persevering. The magic is in accepting. It’s in working. The magic is in thinking. There is magic in a handshake. There is magic in a smile. There is magic in excitement and determination. There is real magic in compassion and caring and sharing. There is unusual magic in strong feeling and you see, all that comes from inside, not outside. So, the difference is inside you. The real difference is you. You are the major key to your better future. vacancy

10 Tips for Changing Careers

Thinking about trying a new career? If so, don’t jump blindly into the first opportunity that comes along. Before you do anything else, follow these 10 tips to carefully consider your options: 

job vacancy indonesia 

1. Assess your current level of job satisfaction (or dissatisfaction). If you’re unhappy, why? Is it the company? Your duties? The people with whom you work? Make sure it’s the career you’re wanting to leave and not the boss.

2. Evaluate your interests, experience and skills to determine if they are adequately being used. If not, can this be corrected within your current career field, or is a total change vacancy

3. Make a list of all possible career alternatives based on your desires and skills. Ask for input from friends, family, networking contacts and counselors, and use online resources like the U.S. Department of Labor's Occupational Handbook.

4. Narrow that list down to a few career fields that appear to offer the best opportunities based on your interests and qualifications. Make sure the starting salaries they provide will be adequate to meet your needs.

5. Conduct detailed research on those fields. Read as much as you can about them; try to talk to people who are already working in those fields. What do they like (or dislike) about their jobs?

6. If possible, observe their working environment firsthand. For example, if you're thinking about becoming a police officer, I strongly suggest you try to do a "ride-along" first (these are sometimes sponsored by local community groups and civic organizations; you can contact your local police department for information).

7. Find out if there are any volunteer activities you can do to get hands-on experience in the fields you are considering.

8. Explore training and educational opportunities that would help you build new skills or qualify for opportunities in your chosen new fields.

9. Based on those exploratory activities, select the one career field from your list that suits you best. Then determine if there are any duties in your current field which you could take on to ease the transition to your new field. For example, if you’re an engineer who wants to become a writer, volunteer to write reports, articles, newsletters, etc.

10. Finally, start seeking employment in your newly chosen field. But unless you have money to spare, don’t quit your current job until you have a firm offer for your new one. employee

3 Ways to Find a Job by Doing the Opposite

In my 8 years of helping people find work, I've watched too many job seekers take too long to get hired because they do the same things as everyone else. This is especially true for recent college grads.

So start doing a few things differently in your job search. And start getting called for more interviews.

Here are three ways ...  job vacancy indonesia

When you began your job hunt, where's the first place you looked for openings? I'll bet my next house payment it was either the classified ads or the online job boards. That's where EVERYBODY starts their job search. And that's where you have the MOST competition for openings, like fishing off the same pier with 10,000 other people.

Change your approach. vacancy

Where's the last place most people look for job openings? Their network of contacts. Specifically, current and past employers. You know, the people who've signed your paychecks.

Think about it: if someone thought highly enough of your skills to pay you a salary every two weeks, do you think they MIGHT be willing to share job leads with you, or at least pass your name on to someone they know who's hiring? employee

So today -- right now -- make a list of at least 5 current or former managers you are on good terms with and whom you can contact for job leads. Then call or email them to let them know what you're looking for. Today!

(2) Write a very different cover letter. Sorry, but there's no nice way to say this -- most cover letters stink like a high school gym locker. And, without seeing yours, I can predict with 95% certainty that it has one major flaw -- it's focused too much on you and your needs. Specifically, I'll wager the last cover letter you sent out was rife with language like this: "I am applying for a job with potential for advancement, where my skills will be utilized and where I will be challenged ..." or something similar.

This is how almost everyone writes cover letters. I know, because I've read almost 10,000 of them since 1996.

Stop it. Now.

Instead, do this: replace every "I" and "my" in your next cover letter with the word "YOU."

This will force you to shift the focus from "me, me, me -- gimme a job" to "you, you, you -- how can I help you, Mr./Ms. Employer?"

Your cover letters will be dramatically more effective. And you'll start getting more interviews as a result.

(3) Follow up differently. Most folks fail to follow up effectively after sending out their resumes and cover letters -- when they follow up at all.

Instead of calling employers every week and asking, "Did you get my resume?" or "Did you make a hiring decision yet?" try to add value each time you follow up.

Examples: research the competition and write up a quick report, then send it to the hiring manager. Or share a success story from your past that's relevant to the employer's situation.

In short, try to give employers another reason to hire you every time you contact them. Nobody else is doing this, which is a screaming opportunity for you to get noticed -- and get hired.

Now. These three tips are predicted on a simple idea: why be ordinary?

You can break out of the herd -- and find a job faster -- if you do just a few things differently in your job search. Why not start today?

Now go out and make your own luck!

5 great jokes for the office

By: Manuel Breijer

Are you ready for a little humor at work? Do you like a colleague in the fool? Read these five jokes and try them out once in the workplace. Guaranteed success. And your day? That is well again!

Job Vacancy Indonesia, Employee

5 jokes:The absolute number 1 and also the most famous joke. But he still fun!
1. Getting coffee for your colleagues and salt instead of sugar in their coffee do.2. Again an absolutely fun and silly joke coffee. Ask your colleague if he / she wants coffee. Answer: Yes, nice. Then you ask if everything put in there. If they answer with Yes. Then, throw everything you see are in the coffee.3. We remain in the coffee mood. It remains simply a widely consumed product in the workplace. This joke is only suitable if your coffee is served in plastic cups. Take a pin and prick a tiny hole in the cup. When someone takes this cup of coffee has no doubt wet clothes.
4. Does your colleague a paper clip dispenser on his desk? Make these paper clips over a long line and put it back into the bowl. If he or she wants to take a whole pendulum will come along.5. Since the female colleagues always have a purse. If they remove anything away from the bag. Throw in a brick or two and then throw the load in the bag was found in her bag.
I am very curious if these jokes are passed and you have made working fun. It is important to have humor in the workplace. You know what they say: "Laughter is healthy."

The Employer's Responsibilities for Treating an Injury

By Howard Batt

Job Vacancy Indonesia, Employee, Vacancy  

Under workers compensation laws, can an employer refuse the employee medical attention at time of injury? The answer to that question is no, they may not deny you treatment, but you are the one who is responsible for making sure that you get it in some cases.

Your employer is a partner in your financial future, but sometimes when you're injured at work that may change. Very often, sometimes without intent, employers tend to look down on employees who are injured at work and the employee will feel somewhat less likely to report an injury or ever to seek treatment.

Failing to report an injury means that you are not qualified to receive any type of treatment for the injury under the law and that your employer is not necessarily constrained to offer you any type of remuneration after the fact, even if you find out later that your injury is more serious than was originally thought.

If you report your injury to your employer immediately you have the best chance of receiving your workers compensation without any real problems so it is encouraged that you report your injury and seek treatment within 24 hours and it is the law that you must report it within 7 days if you are to achieve any type of treatment or compensation for it.

Your responsibility is to notify your employer as rapidly as possible after your accident and to make sure that it is documented at work so that everyone knows that you received your injury in the workplace. This makes for granting you workers compensation far more easily accomplished.

Your employer has the responsibility to provide you with medical treatment if you request it immediately following the injury. If your injury is an emergency, then you can be sent to an emergency room for treatment. If the accident is not emergent in nature on site treatment may be provided by a nurse or an EMT or Paramedic, with follow-up treatment at a physician or hospital.

The worker has the right to prompt medical treatment and the employer has the responsibility to provide it. It may be in an emergency room immediately after the accident, and then the employer may be notified if it is an emergency injury.

If the injury is not emergent or life threatening, the employee has to notify the employer first of the injury and then seek medical care after speaking to the supervisor or employer.

The competent employer will not only offer medical care for their employee but will go with them to the medical facility in order that they know best what the physicians say is the prognosis and the diagnosis, as well as to know when the employee will be permitted to return to work.

Your employer does have the obligation in most states to see to the treatment of your injury and if the injury is of a serious nature, it is mandated that treatment take place immediately.

While your employer may offer you the physician who ordinarily treats the company employees you do have the right to request another doctor. In some states they are not obligated to offer that, however some permit it if you have requested to not use the company physician in advance, well before your injury has taken place.

Understanding the ISO 9001 Audit Checklist

By Justin Knightley

Job Vacancy Indonesia, Employee, Vacancy   

If an organization has recently embarked on the journey of implementing ISO 9001:2008, a generic ISO 9001 audit checklist can be very helpful in determining gaps in compliance. As the system matures however, generic checklists lose their effectiveness and it becomes critical for the organization to delve deeper in terms of conformance when assessing the effectiveness of operational controls and specific processes.
Why use an ISO 9001 Audit Checklist?
Internal auditors often use an ISO 9001 audit checklist to determine compliance since the ISO 9001 audit checklist covers each requirement of the standard as a question. This type of questionnaire is very useful for internal auditors, because it helps them to discover how a specific requirement is implemented. The auditor has only to check that the defined procedure meets the requirements and if the procedure is preformed correctly.
The shortcoming of this approach is that the audit often fails to evaluate the effectiveness and efficiency of the process being audited. What happens if the process does not meet procedure? Should you change the process to be compliant with the procedure, or should you verify whether the process is effective and change the procedure? These are questions to consider in any procedure-based audit.
Instead, use the ISO 9001 audit checklist only as a guide and allow the auditor to delve freely into whatever process is deemed critical. This model will produce more meaningful findings, but, there is a risk that auditors focus on auditing processes that are familiar to their particular specialty. Furthermore, as time goes by, completing the checklist could become mandatory and overburdened with detail resulting in less time for in-depth auditing.
Process Auditing and Checklists
Process audits are undertaken to verify whether a process meets the planned goals and objectives and to identify opportunities for improvement. The main thing to understand when auditing a process is the actual process concept. One does not need to know or understand the details of a specific process to be able to audit it, although it does help. A good auditor should be able to audit any process without knowing anything about it by monitoring the process inputs to determine whether the desired process outputs have been achieved.
As with other ISO standards which require internal auditing, audit checklists based on the standard have minimal benefit when it comes to auditing a process. It is best to develop a specific audit questionnaire based on actual management system policies, processes and procedures. This allows a more in-depth approach that identifies not only failures in the processes but also potential failures, while also ensuring the internal auditors are much more rigorous during their enquiries.
Controlling the Audit Checklist
The basic ISO 9001 checklist template should be controlled but the actual audit checklist for each process is subject to change and should not be controlled.

Step by Step Guide to Employee Satisfaction Surveys

By Martin Day
  
Job Vacancy Indonesia, Employee, Vacancy   

The benefit of running an annual employee survey has for a long time been widely accepted but many organizations have been put off by the amount of effort that is required.

Many organizations who have bit the bullet and conducted their own internal employee satisfaction surveys have often relied on word-processors to allow them to design and compile a survey, then gone through the effort of printing and distributing the survey and spent time chasing and collecting the completed surveys and then even more time transferring the survey response information into a meaningful management report.

Fortunately with the introduction of the Internet and hosted survey websites like www.surveygalaxy.com what was once a time consuming, resource hungry, long winded and cumbersome process is now slick, quick and easy.

This document provides a step by step guide to help implement a survey that will bring considerable benefits to any organization.

Step 1 - Identifying The Need

The reasons an organization would need a survey are as wide and they are long. Listed here are a few of the common reason why employee satisfaction surveys are conducted.

Event Driven

If your organization is about to embark, or is going through, a change management program employee surveys can assist in managing the change, measuring the effectiveness of the change, help to deliver a 'message' and gather valuable feedback throughout the change cycle.

For organizations that are experiencing rapid growth employee surveys can monitor internal communications and management structures to ensure that employees are aware of their reporting and management responsibilities.

Where an organization is suffering from poor moral brought on by either internal or external influences an employee survey can be used to identify the specific concerns of employees so those concerns can be properly addressed.

Where there is an increase in turnover of staff employee surveys can help an organization identify the underlying cause of employee unrest and through their findings help find solutions.

Periodically

As part of a periodic assessment, surveys will help an organization review their personnel and monitor on an individual level job satisfaction, training and career development.

Employee surveys also offer senior management the opportunity to look at the soft underbelly of their organization to confirm that their 'top down' view of the organization matches the reality and 'bottom up' perspective.

With the help of employee surveys an organization can establish good employer/employee communication that will in turn bring both direct and indirect benefits.

Step 2 - Management Buy-In

Management buy-in is always desirable for any initiative and many will argue that it is essential to ensure a successful employee survey, however, in some instances the findings of an employee survey can lead to kick-starting a management that has grown complacent and detached from their employees.

Some organization may be fortunate in that the senior management recognize and drive the need for employee surveys, while in others the management may need to first be convinced of the direct and indirect benefits an employee survey will bring.

The level of management commitment to an employee survey will have some bearing on the nature of the survey and to some extent will help determine what questions are to be asked and the manner they are asked.

A management that is supportive of the initiative may require feedback on specific areas of the business or they may give the go ahead because they feel confident that the results will only confirm that the level of employee satisfaction throughout the organization is high.

In nearly all cases it is good practice to at least try and get management to buy-in to the employee survey from the very start as they have a lot to gain and are in a position to effect any change that is later identified as being required.

Step 3 - Designing The Survey

Designing a good survey will take some time and effort but by following the basics of survey design and concentrating on the 'need to know' questions and removing the 'nice to know' a survey will rapidly take shape.

Determining the exact questions that should be asked will be entirely dependent on the individual organization, its structure and the previously identified primary need and objectives of the employee survey.

When considering what questions to ask consideration should be given to how the results are to be analyzed. For example there may be a desire to ask for individual comments but these types of answer formats can be very time consuming and cumbersome to analyze and should therefore be avoided or used sparingly.

With online surveys it is generally better to do a few smaller surveys than one very long survey as the longer the survey the higher the drop out rate will be.

Step 4 - Proof Reading And Testing

Grammar, Spelling And Clarity

Before publishing the survey make a careful check for spelling and typing mistakes and incorrect grammar. If available it is always better to have someone who has not been involved in designing the survey to proof read the survey with clean eyes, if no one is available try to take a break before checking through the survey again.

Say What You Mean And Mean What You Say

When checking the survey you need to consider the survey from the viewpoint of the respondent, you may know what you mean by each question but will the questions be clear to the employee?

Allow The Employee To Answer Truthfully

For closed questions where the employee will be required to choose from a number of available responses have you allowed the employee to answer accurately? Make use of responses like 'Don't know', 'No comment' or 'Not Applicable' where you have made the question mandatory but the employee may not be able to answer.

Consider allowing the employee to include an 'Other' answer but also appreciate that 'Other' answers will add to the complexity when analyzing the survey results.

Don't Require A Response To Questions That May Not Have One

Check that for any questions that you have made mandatory you do require an answer, for example open questions such as asking for additional comments should not be mandatory unless you definitely require the respondent to write a comment.

Check You Will Be Able To Analyze The Data

Check through the survey again but this time looking at how the results of the survey will be analyzed. Consider how you are likely to want to analyze the survey data, have you asked the right questions to be able to perform detailed analysis? For example if you wanted to view the detailed response data from the perspective of the different genders, or maybe departments, check you have asked the employee to indicate their own gender and/or department.

Don't Ask Anymore Questions Than You Need To

Consider all the questions in the survey and look for questions that are not 'need to know'.

Test The Link And Try Completing The Survey

Publish the survey and then send the survey's link to a number of people who will be willing to test the survey. By completing the survey yourself you will get a feel for how the respondent will view the survey. From your own and others feedback stop and make adjustments to the survey as required.

Repeat this process until you are happy with the survey.

Check The Data

Take time to view the online summary results of the test data and confirm that the data is being collected in a manner that can be properly analyzed and that will give meaningful results.

Step 5 - Promoting And Deploying The Survey

Where all or the majority of employees have access to the internet or company intranet deploying the online survey is as easy that ABC, either via email or by establishing a link to the survey from your own website or Intranet.

Where there are some or many employees that do not have direct access to the internet there are a number of alternatives that can be used from issuing the survey in printed form, providing a shared terminal or giving them an incentive to complete the survey at home.

Anonymous Responses?

There is a choice to allow all surveys to be completed anonymously. Allowing a survey to be anonymous may encourage employees to speak their minds enabling the survey to provide 'a warts and all' report, in turn giving management an opportunity to address underlying problems before they become serious.

However, allowing anonymous comments also allows employees to be more cavalier and flippant with their responses. Some organizations would therefore only want to consider comments where employees are prepared to stand by their convictions and that will also provide an opportunity to follow up the specific concerns of individual employees.

The decision to allow anonymous responses or not will, among other factors, be down to the individual organization, the specific nature of the survey, the surrounding circumstances, the management style and the existing employer/employee relationship.

Step 6 - Monitoring The Survey

While the survey is in progress you will be able to view the summary results online and also monitor in real-time the number of surveys that have been both started and completed.

If after a few days the number of completed surveys falls short of the expected target it is advisable to send periodic reminders to employees asking them to complete the survey.

Step 7 - Analyzing The Results

There are no hard and fast rules for analyzing the data. Much depends on the individual survey, the questions asked and the number of responses.

Most surveys will benefit from many of the results being displayed in graphical as well as tabular form.

When first analyzing survey data often a number of 'headline' results will immediately stand out that will provide you with a general overview and, providing the right questions have been asked, give you an instant assessment of the mood throughout the organization as a whole.

Where the results give areas of concern a more detailed analysis may be advisable. For example if employees were asked if they felt the organization provided equal opportunities to both genders and 25% gave a negative response it would be useful to know the gender split of the organization and also to look at what the gender split was of the 25% that answered negatively. Was the negative view shared by employees of both genders, evenly spread throughout the organization, or of a particular gender from a particular department?

There is a method of reporting that presents the result data in tabular and/or graphical form allowing those who are interested in the results to view the raw data.

Often used as a compliment to the first, another method is to interpret the results and provide an analysis of the data and offer a view as to what the meaning is behind the results, what circumstances may have contributed to the results being as they are and, where the results indicate a negative, what initiatives could be taken. Such analysis if done by a single individual is likely to be very personal, if done by a committee it is still likely to be objective and therefore open to interpretation.

Step 8 - Further Action

Probably the most important step is the last. An employee survey will either confirm that the perfect organization exists or it will highlight areas that are less than perfect by identifying individual and common concerns.

It may be that further more detailed surveys are required that target specific areas. For example the survey may reveal that employees working in a particular department are collectively unhappy, but the reasons for their dissatisfaction may not be clear. A smaller, specifically targeted follow-up survey may help reveal the root causes.

When employee surveys are periodically run an organization that has taken steps to address issues will see their efforts reflected in subsequent survey responses. Almost all organizations have some problems and it helps an organization's moral to see that a channel is available that will allow problems to be highlighted, addressed and resolved.

Summary

These guidelines are intended to help an organization conduct successful employee satisfaction surveys, they are however, only a guide.

Each organization is different in style and structure and the organizations 'personality' will go someway to influencing the tone and nature of the survey and organizations will have many different circumstances and primary reasons for conducting a survey.

By utilizing existing technology and conducting surveys online you are now able to monitor the heart beat of an organization, quickly, easily and, by using websites like Survey Galaxy, at minimal cost.

Tips for Successful Direct Mail Marketing

By Ron Morton

Job Vacancy Indonesia, Employee, Vacancy  

Considering Direct Mail Marketing? Good idea.

Direct Mail has been around forever and is still considered the most personal style of advertisement because no other medium can give you the ability to touch and feel it like mail does. There are many things to think about before you jump into a bulk mailing campaign; who your customers are, how you're going to reach them, and how many potential customers can use your product are just a few.

Do lots of research on direct mail, it never hurts to know more than you should. Keeping mail pieces that you have received is good too because it lets you get ideas from businesses that are in the bulk mail game already, and knowing what your competitors are doing can be an advantage.

Determining your mail route strategy is a very important factor. What neighborhoods will produce the most potential customers? Income, location, and household count should be three big decision makers when figuring out your mail distribution. Creating a database from current customers is a good strategy too, and sending direct mail to these current customers with coupons and upcoming sale items keeps these customers coming back for more. But know that there are potential customers out there awaiting your mail piece, you just have to know how to find them.

Creating your mail piece can become the tricky part. You need to have something that will catch the customer's eye, whether it is a great photo on the front or "SALE" in big letters, that always gets me to look. But the designing of your mail piece is part of a whole other department.

30 Employee Engagement Communication Tips

By Sarah Perry

Job Vacancy Indonesia, Employee, Vacancy   

High levels of employee engagement in an organization are linked to superior business performance, including increased profitability, productivity, employee retention, customer metrics and safety levels. Hence effective employee engagement communication is a key part of any internal communications strategy.
Tip # 1 - 60% of people communicate visually. Use interactive visual screensavers to portray company values and vision. A picture paints a thousand words. Use screensavers to show a positive view of the company. Broadcast it round your organization to capture people's imagination in an appealing, visual way.
Tip # 2 - Visual cues are important. So your CEO can't be at the meeting? No problem. Use Video to let staff see the commitment and intent in your CEO's eyes and hear the passion and empathy in his or her voice. Where possible, customize video for different groups of employees at different times and you can measure cut through.
Employee engagement communication tip # 3 - The power of small groups. Smaller face to face executive communication, such as brown bag lunches and skip level meetings, offer a more personalized and engaging format for leadership communication. Multiple time slots and venues can also help maximize the chances that employees can attend executive briefing sessions.
Tip # 4 - Customize engagement communications for different target audiences. Work with managers to make engagement communications as relevant as possible to different groups of staff.
Tip # 5 - Expand awarenesss. Make sure employees understand how the unit they work in contributes to the overall success of the organization. Expand their awareness beyond their own performance and extend it out into their team.
Tip # 6 - Highlight best practice. Include articles in your staff magazine that show how employees are modelling organizational values or supporting wider company initiatives.
Tip # 7- Reinforce understanding and develop local context. Use the pop-up Staff Quiz to ask scenario questions to reinforce understanding and local context. For example, "When I see a colleague working in an unsafe way, I would: A, B, C, or D or all of the above?" or "In XXX situation, how would you apply our company values?" Offer prizes to encourage staff to take part. Include humorous or trick questions and answers that make the quiz fun and build employee engagement.
Tip # 8 - Provide employee helpdesks. Set interactive online helpdesks to let staff ask questions about any aspect of the business and their role within it.
Tip # 9 - Get respected managers and staff to blog about various aspects of the business. These people can, answer questions and provide context to staff regarding any aspect of the business.
Tip # 10 - Encourage and help senior managers share ideas with their staff.
Tip # 11- Show that you're genuinely concerned about employees' opinions and use social media as a communications tool to build engagement.
Tip # 12 - Let staff tell their own stories to build engagement. Encourage them to tell their own stories in the staff magazine about what they are doing to support company strategies or embody organizational values.
Tip # 13 -Show how feedback is being used. Articles in staff magazines, updates on scrolling news feeds and even interactive corporate screensavers can be a great way to demonstrate to staff how their feedback is being used.
Tip # 14 - Involving employees builds engagement. Use Staff Quizzes to involve people. For example, by asking them to name new ways of working (e.g. new systems, projects) or suggest improvements. Offer prizes for the best ideas and recognize them using targeted corporate screensavers and articles in the staff magazine.
Tip # 15 - Promote employee development programs. Interactive corporate screensavers and articles in staff e-magazines can be effective ways to raise the profile and perceived value of employee development programs.
Tip # 16 - Promote employer brand. Internal brand messages can be lost if they are buried in email or on the intranet. Bring brand messages to life with interactive, visually engaging Communications channels such as messages on screensavers. Involve staff in creating brand values using staff surveys and discussion forums. Find out what staff know and think using fun staff quizzes.
Tip # 17 - Actively promote organizational effectiveness, reputation and ethics. Use all the internal communications channels at your disposal to raise employee awareness. Employees want to feel good about their leaders, where they work, the products they sell and the reputation of their company. Hence these types of engagement communications can valuable.
Tip # 18 - Communicate value. Screensaver images can be a very effective way to promote 'free goodies' available to staff. Anything from staff parties, discounted gym memberships to health checks, fun runs and fresh fruit can be promoted easily and effectively on corporate screensavers. Raising awareness of additional staff benefits can help employees feel more valued and engaged.
Employee engagement communication tip # 19 - Department highlights. Often people don't see where they fit into the bigger picture or why a specific department is working so hard on a particular initiative. Use screensaver messages and short articles in the staff newsletter to provide project updates and progress reports.
Tip # 20 Tell managers first. This gives them time to plan how they will react when their team hears important news and time for managers to prepare answers to the questions that may be unique to their team.
Tip # 21 Get managers to share ideas with one another. Social Media tools allow managers meet online to discuss strategies, share ideas and plan. This is especially useful when managers work in different locations.
Tip # 22- Measure how well managers are communicating. Help Managers see the importance of effective communication in order to increase engagement.
Tip # 23 - Not Communicating or Communicating late can damage employee engagement. Hearing about an important update from media, colleagues or family and friends can have a negative impact on employee engagement. Ensure employees hear these messages from the business as soon as possible. Desktop Alerts can achieve fast, effective message cut through. Reporting options let you check which recipients have opened the message. Message acknowledgement options allow you to ensure communications compliance.
Tip # 24 - Deliver localized content. Setting managers or their PAs up as internal communication assistants is a good way to make sure staff get information that is directly relevant to them as soon as it is available.
Tip # 25 - Measure understanding and impact on behaviors. Measure employee understanding and the impact of engagement communications on behaviors.
Tip # 26 - Celebrate both financial and non financial achievements.
Tip # 27 - Highlight success visibly. Interactive corporate screensavers are great engagement communication tools. Use visual communications to highlight and celebrate successes.
Tip # 28 - Document local success. Encourage employees to submit articles to the staff magazine that talk about what they have achieved (e.g. simpler ways of working, important milestones met).
Tip # 29 - Catch dissatisfaction early. Two way internal communications channels such as Staff Surveys and Social Media channels make it easy to regularly gather feedback from staff and to catch dissatisfaction early - to understand what's really going on.
Employee engagement communication tip # 30 - Promote opportunities for staff. Include a section in the employee newsletter promoting internal vacancies. Promote training opportunities and staff support schemes on interactive screensavers or as articles in the staff magazine.

Importance of Continuous Job Opportunities

By Macon Maic

Job Vacancy Indonesia, Employee, Vacancy

Jobs form the part of your life. It is impossible to lead a normal life without proper job. Jobs act as the major source of income thereby making the livelihood easy without many troubles. Jobs indeed keep the individual occupied without boredom. It is natural that you will completely feel bored if you sit simply without engaging yourself in any activities for about five days continuously. If this is the case, just imagine the situation you are unemployed. It will almost take your life both mentally and physically. A proper complete human life cycle comprises of job and it occupies a greater share in the livelihood and in the society. There are different types of jobs to which human beings get engaged themselves and these jobs varies depending on the qualification and other skills possessed by the individual apart from the availability of type of job in the place.

All the jobs are created by man and are also done by man in order to gain most out of it. Also there are many opportunities available around you that will definitely help you to fetch maximum and you would not have ever imagined about this kind of jobs in your life time. You might have come across many types of job opportunities while reading through various news papers and magazines. Apart from that, internet has emerged to be one of the latest developers of job wherein internet jobs are hitting the headlines. These job opportunity ads are published in the newspapers or magazines by giving the location as the headline like London jobs, Southampton jobs and so on. This clearly indicates that the job location is the particular place tagged along with the job in the opportunities heading.

You cannot avoid any opportunities as they are the main income source generators at your home front. You will always wish to look after your family and your dear ones in the most comforting and pleasing way. This wish can be converted to reality only with the help of a good job in hand. Sometimes people are also looking for additional opportunities in order to take them in the form of part time basis as they are finding it difficult to meet up the expenses due to increasing price rate. So it is advised to take care of all job opportunities with important care even if you are not in need of a new opportunity now.

Quirky Ways to Get Your Resume Read

By Bruno Deshayes

Job Vacancy Indonesia, Employee, Vacancy  

Unless you want a quirky job you probably don't want to go quirky about your job application. Do you want to be paid with real money or monopoly currency?
The first pitfall to avoid is putting a photograph of yourself. Leave that to your facebook page if they want to check it out. Unless you are applying for a role as an actor or performing arts where a whole press-book is required a photo of yourself can be detrimental. People will hire you for your skills and your brains - not for your good looks. Remember more and more women sit on recruitment panels and your sex appeal might not cut it with them...
Next pitfall are unsubstantiated claims. Trust, honesty and loyalty are in short supply in our confused world. What you say about yourself need to be corroborated by circumstantial evidence. Don't say you are the fastest, the tallest, the quickest, etc... simply state the challenge you faced, the action you took and the result it produced. That's all an employer is interested in and they just want to know if you can do it again for them - simple, huh?
Next pitfall - going wild with fonts and colours. Your application might be passed around to various people on the recruitment committee, emailed to an iPhone, a Blackberry or an android smartphone. How mangled you will look through a not-so-perfect email program on those devices? If you want your layout and composition to remain unaffected then stick to the PDF format. Recruitment agencies hate it because their databases can't scan it for keywords.
Next pitfall - confusing your resume for an essay or a monologue. Unless you apply for a role as a writer and are asked to submit samples of your prose, you should not bore your audience with your introverted view of the world since you became unemployed. Employers are not interested in your moods, your political or religious views - all they want to know is if you can be productive from day one without any need for training or induction.
Next pitfall - ignoring your industry lingo. The best way to be rejected is to show a lack of grasp for your industry values. New lobby groups are forcing employers to comply with more and more regulations and standards. What is best practice in your field? Do you use due diligence? What about occupational health and safety? What about anti-discrimination laws?

Public Relations Job Description

By Silas Reed

Job Vacancy Indonesia, Employee, Vacancy  

The public relations job description covers a wide range of activities right from maintaining good relations with the press to even the company peers and rivals. The PR job description expects a PR professional to build up interest and awareness and serve as a spokesperson between the company and various groups, for instance the public. He controls the amount of information that the public receive about the company, product or a person related to the company. He can communicate very effectively on the print, through the phone or in person.

A campaign will be successful if the client company is presented in the best light. Conventionally, it is achieved through press releases to reporters and placement of stories in the broadcast, print and virtual media. A press release is in the format of a news story and sends a message. It is usually sent through email.

Advertising and Public Relations

A lot of people confuse the public relations job description with advertising. PR is different from advertising. In case of an advertisement, an ad time or space is purchased while in case of PR, that space or time is got for free. That is the strategy employed in public relations jobs which is not found in advertisement.

Job Titles

The lowest position from which public relations job opportunities start is from the level of account coordinator. Through hard work, it is possible to become the account director in a period of five years. In seven years, you can also become the PR manager. In the corporate setting, the duties of PR jobs fall under a variety of titles. There is the title of a community relations director, media specialist, external and internal communication specialists and PR Officer.

Skills Required

So what does a public relations job description really entail? For starters, you must not be shy. Your verbal and written communication skills should be excellent. Good PR personnel are well versed in news and current affairs and popular culture. They are also adept at time management, public speaking, cold calling, budgeting, event planning and research.

Salary

The salary varies depending on degree, skills, experience, city and company size. However last seen according to PayScale.com in an April 2009 survey, a US based account coordinator gets a median salary of $31, 987 while a PR manager earns around $65,959.

Public Relations Writing Tools

A lot of written materials are used for PR jobs. These mostly include press kits (fact sheet, company history and personnel biographies), press releases, newsletters, speeches, website content, feature articles, event listings, proposals, website content and pitch letters which are persuasive in tone and sent to TV producers and journalists. These pitch letters are generally sent with the intention of convincing them to run stories on the PR Officer's client.

Degree

A degree helps but it is not mandatory. There are a lot of colleges that offer degrees in public relations. A minimum graduate level of education is mandatory. However the best way to start in the industry is to do an internship. It gives on the job experience and prepares you for building a career in this field.

Public relations job opportunities are increasing and have been stipulated to increase after the current financial year.

Selling Your Company To An International Entrepreneur

By Terry J Filkins

Job Vacancy Indonesia, Employee, Vacancy  

If you'd like to become successful with an international business and then consider selling your organization on the international stage, then there are several things you must think about.

Managing an enterprise and offering it to suitable clients is a very complicated activity. Putting up for sale your company on the global stage is a lot more complicated compared to selling in your own state or country. Selecting the most appropriate small business agent, lawyer or attorney together with an accountant together which all have a history of successful overseas business sales is also important. Look for a team that has a good deal of knowledge because during the extended sales process, you will come across many difficulties en route.

Develop a certain in-depth marketing document where you can include your background and characteristics of the business, several year financial overview, business missions, small business supervision also staff, very competitive examination, business enterprise and also industry targets, and business technique and projections. This could be employed to distribute your company, so it is important that it is created effectively to show a proficient look to potential business enterprise potential customers.

At all times check any probable purchasers by using your adviser wherever they come from. This is to make certain that only the genuine company buyers that are eligible and may afford to acquire your small business can get to talk to you. This could further decrease the probabilities that opponents will find out that you're selling your enterprise. Discretion is important in enterprise selling.

It is important that when advertising your enterprise for a foreign entrepreneur, interaction needs to be carried out in writing. Due to the fact writing is able to cut miscommunication and will give time to investigate and clarify issues. In the event you take care of issues on the phone or in person, promoting your enterprise could become extremely frustrating.

Another thing you should contemplate is the fact you must not discuss with out your dealer. You may not know how to take care of a foreign client even if you might be a professional at promoting a small business inside your place. Despite all the troubles and conditions that may be experienced, you must be able to get a wonderful value for your enterprise with a good company agent.

Furthermore, you shouldn't settle without having your broker. Though you may be an expert at marketing a company in your country, you may not understand how to manage a foreign customer. With a capable company dealer, you should be able to have a fantastic cost for your small business despite all the hassles and conditions can be displayed. A properly produced advertising strategy will make the sales method incredibly easier.

Leaders Are Created

By Joaquin Duenas

Job Vacancy Indonesia, Employee, Vacancy 

Being a leader takes up time, dedication and inner exploration. Natural Born Leaders have certain qualities that properly developed will then create a great leader. Becoming a leader is a daily task, that takes time and experience, being exposed to different types of problems and challenges and having to deal with different individuals.

Athletes have a natural talent, not only to a single sport but in general to all physical activity. Athletes have to work hard, typically harder than most of us to bring out the best of them. Relying on their talent alone will not bring out the exceptional skills and they would only be average players. The same theory applies to leadership, everyday there are things to learn and gather knowledge from experiences. Personality, integrity, passion and setting the example are key elements to becoming a successful leader.
Leaders learn from other leaders, they learn by gaining experience from problem solving, they do not limit themselves and they are constantly looking to grow and for new challenges. Leaders learn from each other, they learn to distinguish success from failure and good actions from bad decisions. The golden rule to being a great leader is acknowledging his or her strengths and weaknesses and those of the people that conform his or her team.
Knowing the individuals will allow a leader to place the right person in the right task and successfully increase the chances of achieving positive results. What makes one person a better leader than others is entirely up to each individual, the tools are available, but it all depends on how each individual makes use of them. All individuals with hard work and dedication can master the necessary skills to become a successful and respected leader.
An individual must be passionate. Love and live the work they do. An individual that has a job to work from 8 to 5 and take home his paycheck will not succeed as a team leader; the person has to do it for the thrill and the satisfaction. Everyone needs a salary, individuals do not work for free, but there is a huge difference between working only for the money and working and enjoying what you do. Money will come if the individual works hard and honesty and sincerity are part of the way he or she does business. Hard and dedicated people, as long as they master the skills needed, will become successful leaders.

Resort Creative Solutions helps hotels, resorts, travel destinations and developers retool under-performing marketing programs to accelerate sales performance. We build brands; we make relationships; and emotionally connect them in engaging, entertaining and interactive ways. It's quite simple and profitable. Resort Creative Solutions' team is skilled in all areas of Executive Management. We have been successful in developing and streaming operations, implementing innovative training programs that work and building successful premier sales & marketing campaigns.

By Karen Schmidt

Job Vacancy Indonesia, Employee, Vacancy  

The old model of "building" a great team is outdated.

The concept of growing a team instead of building a team has been around a long time. It seems to have started with Frederick P Brooks in his book "The mythical man-month" written over 30 years ago. He believed that the "building metaphor has outlived its usefulness" and that "the conceptual structures we construct today are too complicated to be accurately specified in advance and too complex to be built faultlessly, then we must take a radically different approach".

So why do we persist with the term "team building"? I believe it's because it's easier for many technical managers to deal with inanimate objects than it is to deal with people. Building involves taking materials and logically turning them into something productive. You can determine in advance what you want to achieve and, with the right skills and equipment, reproduce an exact replica of a blueprint.

People aren't like that. Just because someone has the skills to perform a role doesn't mean they will perform it. Just because a reporting structure should work doesn't mean it will. Just because you give someone the title of manager doesn't mean they can manage. Things get in the way. Things like personalities, past experiences and perceptions.

We have moved on from the industrial age and are now in the information age. People are at the heart of most organisations. Today, most successful businesses are all about intellectual capital not capital works. So stop treating people like pieces of wood you can build into a structure and start treating them like living beings that will naturally grow if given the right conditions.

Like a good garden, what makes a good team comes down to intangibles and most technical managers aren't good at dealing with them. They want the black and white, right and wrong, one size fits all solution. Gardeners know that doesn't work. They know you can put five plants in the same garden bed, four will thrive and one will die. Often there is no logic to it, just like with people. You can do all the right things... give them good soil, water them, give them regular fertiliser and protect them from pests and they will still die! That's nature. Just like you can't command a plant to grow faster, you can't command a person to work harder.

So let's stop talking about team building and start talking about team growing. Let's look at what we can do to let people naturally develop rather than force them to fit neatly into a predetermined size and shape.

As a keen gardener and someone who advises managers on employee engagement, I can see that there are many similarities between creating a thriving garden and creating a thriving organisation. Whether you have one pot plant sitting on your desk (one employee) or a plot of land that would rival the botanic gardens (many employees) the basic rules are the same. Get it right and your plants will thrive (your people will grow). Get it wrong and you will be left with a dead and dying garden (high turnover or, even worse, high disenagement). Gardening can be a rewarding pursuit. There is nothing better than seeing plants grow and it's the same with people. It can also be hard work and involve a long gap between effort and result. The similarities to managing people are obvious.

So learn some lessons about leadership from mother nature. Here are my top 10 to get you started.

1. You can't have engaged leaders in a poor culture... you can't grow plants in bad soil
2. We pick people for leadership roles for the wrong reasons... wrong plant in wrong location simply because we like the look of it
3. New leaders need assistance and support... plants need help to get established too
4. A leader in the wrong position can do damage... the wrong plant can potentially become a weed
5. Bad habits from leaders rub off on their people... like pests and disease moving from plant to plant
6. The right leaders provide staff with shelter from the organisational elements... like a tree shading smaller plants
7. You need to remove the barriers to help leaders grow... plants grow better when you give them space
8. Sometimes leaders outgrow their role and need to move on... sometimes plants need to be relocated to thrive
9. You always need to be cultivating new leaders... you need plants in all stages of development to keep your garden healthy
10. If leaders aren't growing they are dying... the law of nature, especially when it comes to plants

Recommended Jobs In Data Entry

By Diane Cruz

Job Vacancy Indonesia, Employee, Vacancy  

Home typing jobs have become increasingly popular due to lack of experience one needs to obtain these jobs. The data entry field is no longer limited to your traditional work. This field has become extremely expansive to fit the conditions to which many have been afforded. One no longer needs to have impeccable grammar and typing skills to land a job like this, nor do they need to have any type of degree. The various available jobs in this field were born to cater to newbies and people who lack skills that most jobs require. Ad submission jobs are one of many that are high paying and offered around the globe internationally. These jobs involve simple marketing to where one simply posts online ads in order to generates sales for various companies on the web. These are commission based jobs in which are extremely lucrative and fairly easy to learn. The requirements are as little as computer access and the basic ability to follow instructions. Many people are doing these jobs successfully all over the world and there are literally thousands upon thousands of companies that are hiring non-traditional home typists.
Ad submission jobs creates the opportunity for many to become financially stable through online work as a self employed person. These jobs are especially great for stay at home moms, dads and students as well. They offer lots of freedom and flexibility for one to have extra time to spend with family and friends while comfortably being able to work at home. Many people are doing this globally and it has become one of the most sought after jobs in this millennium. These jobs can be done simply to supplement ones existing income or as a long term, full time job. There are no schedules to meet as one can choose there own hours to work as this is considered self-employment.
Ad submission jobs have become highly controversial within the past few years simply because many people mistake them for your typical get rich scheme. These jobs are not meant to become rich, however, one can make a nice and consistent income doing this. The great thing about these jobs is they have been riding well, even through the recent recession. The economy has not put a damper on the success these jobs bring. Out of all the many online programs out there in the data entry field, this is definitely the one I recommend the most.