Casual Articles - Business

Your Greatest Asset
I talked recently with a fellow who has a staff of eighty-five people. They’re not his sales team. He wants to increase his sales, and I suggested he consider turning these employees into salespeople. “But that’s not their job!” he protested. Exactly. And that’s why most business owners overlook their greatest underutilized asset – their non sales e

ary to get information about different jobs to determine which jobs deserve higher pay than others.

Career Planning. Career planning entails matching an individual’s skills and aspirations with opportunities that are or may become available in the organization. This matching process requires that those in charge of career planning know the skill requirements of the various jobs.

Food Metal Detectors
An essential part of a comprehensive contamination control program, food metal detectors are primarily used in food and pharmaceutical industries to detect metal contamination in packets or products. With the highest accuracy and reliability, a food metal detector has the ability to detect all types of metals - whether it is ferrous, non-ferrous, or

Selection. Human resource selection deals with identifying the most qualified applicants for employment. To identify which applicants are most qualified, it is first necessary to determine the tasks that will be performed by the individual hired and the knowledge, skills, and abilities the individual must have to perform the job effectively. This information is gained through job analysis. Performance Appraisal. Performance appraisal deals with getting information about how well each employee is performing his or her job in order to reward those who are effective, improve the performance of those who are ineffective, or provide a written justification for why the poor performer should be disciplined. Through job analysis, the organization can identify the behaviors and results that distinguish effective performance from ineffective performance.

Training and development. Almost every employee hired by an organization will require some training in his or her job. Some training programs may be more extensive than others, but all require the trainer to have identified the tasks performed in the job to ensure that the training will prepare individuals to perform the job effectively.

Job Evaluation. The process of job evaluation involves assessing the relative worth of each job to the organization to set up internally equitable pay structures. If pay structures are not equitable, employees will be dissatisfied and quit, or they will not see the benefits of striving for promotions. To put values on jobs, it is necessary to get information about different jobs to determine which jobs deserve higher pay than others.

Tips on Finding Employment as a Corporate Flight Attendant
I will not pretend that this is the easiest topic to write about. In fact, my knowledge of how one finds work as a private flight attendant is based chiefly on what others have shared with me. You can find some useful tips within the many threads written on the Corporate Flight Attendant Community message boards at http://www.cabinmanagers.com, but

ysis. Performance Appraisal. Performance appraisal deals with getting information about how well each employee is performing his or her job in order to reward those who are effective, improve the performance of those who are ineffective, or provide a written justification for why the poor performer should be disciplined. Through job analysis, the organization can identify the behaviors and results that distinguish effective performance from ineffective performance.

Your Recipe for Brand Success, Part I
As entrepreneurs, we are faced with wearing many hats. Some hats fit us beautifully while others are not quite as flattering. However, as the “stylist” of your business you must find a way to wear the cap of sales, marketers beret, promoter fedora and the list goes on and on. While you can outsource some of these functions, the one hat you MUST wear

rs and results that distinguish effective performance from ineffective performance.

Management, Change and... Stakeholders
Stakeholders are those groups of people or institutions that have a stake in your company (where you are not always aware of). There are many general theories about stakeholder management and methods to implement. When dealing with change, a simple stakeholder “view” could help you in controlling the change.Such a view will look like a spide

ndividuals to perform the job effectively.

Career Advice: How To Fire Someone
Sooner or later, most managers must face up to the task of firing someone. Here's some career advice that will help you handle this odious task when you must do it. But it is never easy.Recognize, firing someone is a distasteful and painful experience for everyone concerned. People get hurt. Lives are disrupted; livelihoods are threatened. Eg

ary to get information about different jobs to determine which jobs deserve higher pay than others.

Work Redesign. As previously discussed, job analysis and job design are interrelated. Often, a firm will seek to redesign work to make it more efficient or effective. To redesign the work, detailed information about the existing jobs must be available. In addition, redesigning a job will, in fact, be similar to analyzing a job that does not exist.

Human Resource Planning. In human resource planning, planners analyze an organization’s human resource needs in a dynamic environment and develop activities that enable a firm to adapt to change. This planning process requires accurate information about the levels of skill required in various jobs to ensure that enough individuals are available in the organization to meet the human resource needs of the strategic plan.

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So, you've finally landed that exciting new job that you’ve always wanted. Your juices are flowing and you’re eager to start. Of course, your first priority is to make a good impression with the people that count. Here are a few tips to get you started.

Occupational fraud is when an employee violates their corporate duty to obtain personal benefit. The six types of occupational fraud are employee embezzlement, management fraud, investment fraud, vendor fraud, customer fraud, and misc. fraud. Awareness is the first step in prevention.

Many chief executives pursue the four Ps - pay, power, perks and prestige rather than profits for the company.

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