Individual operating schedule
It is given according to the agreement with chief.
Include variable and fixed working time.
It is always created to make the employee be on full time (approximately 40 hours per week).
Individual schedule is a good motivator for young specialists, who wants combine work with studies. That’s why accordance of individual operating schedule is a strong competitive advantage to the companies.
Schedule in turns
More and more executives want to work in turns. The advantage of this kind of flexible schedule is that workers may exchange the turns due to private conditions.
Free schedule
This is a dream for individualists and creative persons. Free schedule is a imprescriptible attribute for a long raw of professions such as journalists, copywriters, designers, artists, coaches and event-managers.
Pros and Cons?
Here are the reasons why chiefs do not like flexible operating schedule.
First of all, it does not suit to the workers who have no inner discipline. Such kind of employees can achieve their aims only under chief’s control otherwise they prefer to attend to their own business rather than cope with problems of the company. Moreover, there are some difficulties in the sphere of coordination among executives to work in different time.
From the point of view of employers the main advantage of flexible operating schedule is the opportunity to cope with difficult job in convenience time for concrete executive ( it is very important in cases to be needed both creativity and highest possible professional efficiency).
Although, flexible operating schedule has not become very popular in Russia, lots of companies suggest that it is a good motivator. It is useful in companies where the considerable part of work is done individually without cooperation with other workers. Working in such way requires high level of self-orzanisation and skill to authorize the trust.
4.3
No matter the size of your company, having a team of motivated, hard-working employees is crucial to your business success. When people lose their motivation, however, their job performance suffers -- they become less productive, less creative, less of an asset to the company. The bottom line: You pay a heavy price when employees have motivation issues.
We present 10 simple ways to ensure your team is enthused, productive, and ready to give their all.
1. Build a Foundation
It's important to build a solid foundation for your employees so they feel invested in the company.
Tell them about the history of the business and your vision for the future. Ask them about their expectations and career goals, as well as how you can help them feel like part of the team. When any new employee starts, make sure they receive a thorough welcome orientation.
2. Create a Positive Environment
Promote an office atmosphere that makes all employees feel worthwhile and important. Don't play favorites with your staff. Keep office doors open, and let folks know they can always approach you with questions or concerns. After all, a happy office is a productive office.
3. Put People on the Right Path
Most employees are looking for advancement opportunities within their own company. Work with each of them to develop a career growth plan that takes into consideration both their current skills and their future goals. If employees become excited about what's down the road, they will become more engaged in their present work.
4. Educate the Masses
Help employees improve their professional skills by providing on-the-job training or in-house career development. Allow them to attend workshops and seminars related to the industry. Encourage them to attend adult education classes paid for by the company. Employees will feel you are investing in them, and this will translate into improved job performance.
5. Don't Forget the Fun
Once in a while, you have put work aside and do something nice for the people who work for you.
Treat the office to a pizza lunch or take everyone to the movies. Reward employees with an unexpected day off or by closing the office early on a random Friday afternoon. These little diversions can go a long way toward improving productivity.
6. Acknowledge Contributions
You can make a huge difference in employee morale by simply taking the time to recognize each employee's contributions and accomplishments, large or small. Don't take it for granted that your workers know they've done well -- be generous with praise.
7. Provide Incentives
Offer people incentives to perform well, either with something small like a gift certificate or something more substantial such as a performance-based bonus or salary increase.
Also, give out "Employee of the Month" awards. Such tokens of appreciation will go far in motivating employees.
8. Honor Your Promises
Getting people to give their all requires following through on promises. If you tell an employee that they will be considered for a bonus if numbers improve or productivity increases, you'd better put your money where your mouth is. Failure to follow through on promises will result in a loss of trust -- not only that person's trust, but the trust of every employee who hears the story.
9. Provide Career Coaching
Help employees reach the next level professionally by providing on-site coaching. Bring in professionals to provide one-on-one counseling, which can help people learn how to overcome personal or professional obstacles on their career paths.
10. Match Tasks to Talents
You can improve employee motivation by improving employee confidence. Assign individuals with tasks you know they will enjoy or will be particularly good at. An employee who is successful at one thing will have the self-confidence to tackle other projects with renewed energy and excitement.
How to improve work efficiency
5-year work less than people who will complain that the regular work of the task, do not have the time to learn. Is not it time? If you ask the staff for five years of work, they always say, is to work, if work more on so quickly, less so on slowly, where things do not, let's say that leadership. Let us put aside the old staff here, management problems, but from the staff of the old and new dialogue, we can see the obvious, said the new staff did not have time to study, because the efficiency is not high. In the end those factors that lead to a new low efficiency of the staff, did not have time to do the same? According to the large number of new staff performance, mainly in the following areas. Not enough work skills the new human workplace, as a result of the work of the unfamiliar, even in a period of time to fully grasp the skill level of the work, because of the needs of the job, the other had to re-learn other skills. A few years’ time, due to the uncertainty of future development, and look forward to more Xuediandongxi to enhance their abilities, but also hope that more Xuediandongxi to determine their own career-oriented. This is a direct result of a new staff of the new field of on-the-job skills of the unskilled, naturally led to the slow pace of work, not the performance. The work of the skills shortage, a new humanity, should be established at an early stage of their career-oriented, to a certain number of their ability to increase rapidly, making their own practice in the area of capacity to the maximum in order to save time. The concept of time is not strong. The new workplace humanity, the universality of the concept is not much time left. To see things done on their own working hours there is no specific arrangements, their time is not clear how the loss is in the end, they do not understand the time is reasonable. An account to get the task of leadership is not clear how long they can do, not in the subconscious of the concept of mandatory. The concept of time is not strong, should be from 2 to proceed with regard to deal with.
1, understand their allocation of time to find out the reasons for the waste, analysis of how to solve this problem a waste of time;
2, to establish and strengthen the concept of time, the use of the records of daily schedule of work, time to make it clear that this hour I do? Lack of coordinating the work of this capability, with a new job in human's in direct proportion to the length of time. This lack of ability to make reasonable arrangements for the new humanity cannot own, cannot be in accordance with the priorities, rational organization of work, often leading to a mission not completed because supervisors urged the other tasks, but quickly backed down from its original mandate to complete the boss Urgent tasks, such as the supervisor of the emergency task completed, their first task to do it because for a long time and had to be re-thinking clean-up resulted in a waste of time. For coordinating the work capacity, need to be addressed in the following areas.
1, the first time has been identified by the task list, and in accordance with the established arrangements for the other time interval efforts;
2, and gradually develop their own ability to schedule, according to their own preferences, will be the task in an appropriate time frame;
3, similar to the work schedule to minimize subjective thinking on the change;
4, the work should not be too over the row, has always been to retain a certain degree of flexibility in their own time. Lack of ability to break down tasks
Some of the complexity of the work of the players for many years, will close this complex work of dismantling and gradually classification to be completed in all. However, a new humanity does not have the ability to break down tasks, which led to a lack of ideas cannot gain the upper hand, YueXiangyue complicated, not very good system for completing the work.
The mission's ability to break down less, this time to retain the human need for a new project management concept, both big and small things small, are in accordance with the project to deal with the case, the issue caught on the break down by category, step by step to the completion of their work to form their own Ability to break down tasks.
In fact, they have the capacity; a new human mankind has entered the ranks of the elderly. At this point, if you asked him, he would like to answer the above as a matter of time.
4.4
What Makes Companies Successful
There are many commentaries regarding what makes a company successful, which can
be summed up by four factors; people, market, products, and financials. All four are
critical in ensuring the success of an enterprise over time.
Of these factors, nothing can begin without people. People create and maintain the
intellectual capital within organizations that drives innovation and shapes products.
People manage the finances, cash flows, and forecasts. The market may be an external
factor, but it requires people to generate interest and deliver the messaging to gain market acceptance. People make companies a reality and people make companies
successful.
If people are the genesis and nexus of a business, how can we correlate the success of a
company to the actions of people? Research has determined that success, or
performance, of a person in an organization is directly influenced by motivation and
talent. Talent in this case can be defined as the skills possessed by the person. This
begs the question of how to evaluate in a measurable way the level of motivation and
talent a person possesses, and in turn, using this insight to drive success at a corporate
level.
The 8 Habits of Business Success
Habit 1. Cultivate Inner Networks: Entrepreneurs practicing the art of business success know the power of networks. They take the time to identify and build relationships with key peers, mentors, and advisors. This inner network provides support, direction, and an increased number of people to assist. Having an inner network of five people who have a network of five more, grows the network exponentially.
Habit 2. Customer Centric: Business success requires an unwavering commitment to the customer. This commitment encompasses a mindset of understanding the customers' world. Understanding the customers wants and needs provides the business with a greater opportunity to earn a loyal customer base. Focus away from business and profits, and toward what you can do to improve the life of your customers.
Habit 3. Humble Honesty: Business success requires the ability to know your strengths and weaknesses. Being open and honest about yourself and your business creates growth as an individual and as a company. Don't spend time developing weaknesses. Find help for weak areas, enabling you to focus on strengths. In the book, "Now, Discover Your Strengths", Gallup Organization reveals that building our strengths instead of fixing our weakness is the path to mastery and success. Take the time to know yourself and business.
Habit 4. Adaptability: Business success requires the ability to adapt to changing situations. Nothing ever goes as planned. The world of business is full of surprises and unforeseen events. Using the habit of adaptability allows business owners to respond to circumstances with the ability to change course and act without complete information. Being flexible allows us to respond to changes without being paralyzed with fear and uncertainty.
Habit 5. Opportunity Focused: Problems are a regular part of business life. Staff issues, customer misunderstandings, cash crunches- the list is endless. To achieve business success, look at both sides of the coin. Every problem has an opportunity. Being opportunity focused makes the game of business fun and energizing.
Habit 6. Finding A Better Way: Productivity is the cornerstone of business success. Formulate the habit of finding a better way to make your business more productive. This will create more time to focus on the critical issues that drive sales and profit. Productivity can be enhanced by technology, automation, outsourcing, and improving business processes.
Habit 7. Balanced Lifestyle Management: A business can consume an owner's time and energy. It's easy to allow the business to take control of your life. Business success requires the habit of balancing all aspects of your life. Separating time for daily business tasks, profit driven tasks, and free time is a habit that will make your business and life more enjoyable. Take the time to plan each week.
Learning and instilling new habits in your daily business life can have a dramatic effect on your level of success. Review each of the 7 habits. Choose one habit to focus on for a month or until you achieve mastery. Gradually incorporate each of the 7 habits of business success into your life and attain your business dreams.
Habit 8. Corporate culture: Corporate culture is a term used to describe the collective beliefs, value systems, and processes that provide a company with its own unique flavor and attitude. Businesses of all sizes posses some type of corporate culture, in that every company has a set of values and goals that help to define what the business is all about.
5.1
5.2
Main stages of recruitment process
Employer advertises a vacancy or new post – sometimes both inside and outside the company. When replying to an advertisement, candidates often fill in an application form and write a CV. Then, after they have received all the applications, they shortlist the candidates, choosing those who appear to meet their criteria. Next, they will assemble an interview panel and call the best candidates to an interview. Sometimes candidates will take a psychometric test before the interview to assess their mental ability and reasoning skills. Some employers choose to check references at this stage to avoid delays later, while others wait until after the interview when they have chosen one of the candidates. Provided panel are happy, the employer will make a job offer and the successful candidate starts work. Often they attend induction sessions or are given a mentor who helps to train new staff. These days it is normal for successful candidates to have to work a probationary period in a company. This is usually 3 or 6 months, after that they are offered a permanent post.
Internal recruitment would be looking to fill a job opening with an employee already in your organization, for example promoting someone from within your ranks from another division. External recruiting entails trying to fill a position with a person who does not currently work for your organization.
Internal recruiting means that the person chosen for the position is selected from the current employees of the company. This is either by promotion or the transfer. Promotion means that an employee receives a job with more responsibility and authority than his present job. The employee usually expects to receive the increase in salary along with the new position. Transfer refers to a job or department change for a worker. A transfer without promotion is a lateral transfer. It may involve different working conditions or different hours.
Typically an internal recruitment process is applied in larger, very stable and developed organizations. Not only do these larger organizations have their own pool of qualified candidates, this strategy utilizes internal promotions as a recruitment and retention tool. It is an attempt to create employee loyalty and commitment as well as long term job satisfaction. It is also a succession management tool. At the same time, the internal recruitment strategy is less costly than an external process. As well, the candidates are well known to the organization and therefore orientation requirements are much less. However, it is essential that the internal recruitment process be well managed. Job analysis and skills required must be assessed and clearly stated to candidates. Candidates also need to be informed of the overall process and the timeframe. They need to be informed of the job requirements, the selection criteria and, most importantly, internal candidates need to be treated with respect. If a candidate is not going to move forward to the next step, he/she needs to be informed in person and provided a rationale for their lack of success. At the same time, the recruiter needs to think about how to keep this person motivated and committed to the organization. If they are not treated with respect, you can be assured that this employee will leave within six months.
So when is an external recruitment or executive search strategy more appropriate? Most organizations select an external strategy when they are aware there is a shortage of good internal candidates or when sincere objectivity is required. In situations where a new direction or vision has been developed, an external search process also allows an organization to bring in new people with fresh ideas and/or target a candidate who has the skills to take the vision and make it happen. In many cases, organizations will utilize the services of an executive search professional when they do not have the time or resources to conduct the search themselves.
At the same time, applying an external search process is essentially a marketing strategy. In other words, the organization is promoting itself and their employment opportunities. This can increase the organization’s reputation as an employer, resulting in more highly qualified candidates applying for open positions. It also allows the organization to target potential candidates who may not be looking for another job opportunity at that moment.
An external search process must also be well managed, transparent and fair. Again, external candidates must be treated with respect and provided the same opportunity as an internal candidate. The search professional needs to spend a good deal of time to deeply understand the organization and the role the new incumbent will play. This includes understanding not only the technical skills of the job role but also the personality and behavioural characteristics required to succeed in the job. Once this is complete, the recruiter works closely with the client to develop an effective search strategy and the methodology for making the final selection.
External search consultants typically have access to more candidates and have a candidate research capability that most organizations do not. This allows consultants to identify candidates who would not normally be looking for a new opportunity, tap them on the shoulder and make them aware of what the organization has to offer. External executive search professionals also have more capability to conduct a broad national search. With our world becoming a global marketplace, this is becoming more and more important.
Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set. Headhunting involves convincing the person to join your organization.It is a process where the recruiters identify and aprroach SPECIFIC individuals for a job. This is usually only done at mid and top level management. The recruiter will not place advertisements etc, but will identify a specific person for the job, and make him an offer.
5.3
How to Attract the Best Candidates
Preparation: A Key to Success
The Hiring Manager should work openly and honestly with the recruiter. To prepare your company for the hiring process, focus on a job description that will get the results you want. A good recruiter will ask the right questions to help you identify job related and human attributes the candidate should possess, specifying " must-have " and "preferred" attributes such as personality, communications skills, and corporate culture requirements. The more complete your job description, the more effectively you will fill your position.
Adopt a Sense of Urgency
Once you make the decision to fill a position, be committed, make your hiring decisions quickly. Meet your goal of hiring the " best candidate" in the shortest amount of time. Indecision and time delays may send a message to the candidate about the company's lack of focus. Streamline the hiring process. The greater the talent of the candidate, the shorter the time he/she will be available and the better the "recruiting" you will have to do to gain their respect. The time involved in interviewing, evaluating, and hiring can be greatly reduced by having all participants in the process present for each step, ready to participate, and ready to make decisions. This will eliminate third and fourth interviews.
Cost/Benefit Analysis
The main reason companies miss hiring their best candidate is that they misjudge the pay rate, benefits, perks, etc., necessary for the best quality candidate to accept the position. Good people are an investment not an expense. Extend your best offer the first time--don't play games. Keep abreast of changing salary scales and price your jobs competitively. Make sure you know the market's going rate. Listen to the candidates concerns and produce an offer, which is realistic. Add 10-15% to their present salary plus the cost of living to ensure you DO NOT LOSE TOP QUALITY CANDIDATES OVER SMALL DETAILS.
Advice to Employers: Timing is Everything
Corporate America's traditional interviewing, evaluating, and hiring processes are causing companies to "let the good one's get away." The following guidelines have been established to help hiring managers get qualified candidates before their competitors do. Companies should:
Conduct telephone interviews within two to three days of becoming aware of a qualified candidate to establish interest on both sides.
Arrange the first face to face interview within a week.
Extend your best offer within 48 hours of the final interview.
Today's Candidate
Today's market is candidate-driven and critical-skills-driven! The Hiring Manager's responsibility is to "sell" the quality, financial stability, and advancement opportunities of your company to the candidates. The limited resource you are competing for is the best-qualified candidate.
The Bottom Line
Slow response time is causing many companies to lose their most valuable resource, personnel. Companies are allowing top candidates to go to competitors, leaving positions unfilled which can costs millions of dollars of lost revenues! Why? The # 1 reason that companies' openings go unfilled is that companies move too slowly to interview or extend an offer. Companies that move quickly to hire gain a huge competitive advantage. They get top talent and maintain full staffing levels.
Get The Best Help Available
Most companies use professional recruiters from time to time. Instead of working with dozens of recruiters, create a "preferred list" of a few recruiters or one recruiter based on their performance and attention to your needs. This will save you time and money and maximize your results. Include a recruiter in your company's hiring team. A recruiter will help you structure and extend a job offer to the candidate. A good recruiter will possess the skills to help you structure a winning offer and help the candidate accept it. REMEMBER THAT YOU GET WHAT YOU PAY FOR.
5.4
How to retain and motivate high-calibre staff? Empowerment and self-development
People can change place of work because of different reasons, for example it can be ambition of empowerment or inability to realize skills, if a person wants to change abiding-place, or something. It’s obvious that employee stays where there are more benefits for him. Benefits may be different for every worker – for someone the most important thing in his work is stability, for another one is pleasure of working.
To “shake” valuable employees, you can transfer them to other departments and order difficult tasks in unfamiliar areas. Also, almost everyone will be interested in international missions and internships, flexible systems of incentives. I can continue, but first of all you have to ask employee about his wishes and desires, and act, according to responses. Making worker loyal to your company is a permanent process of making him motivated and interested in job, almost from the first step in his career ladder. And when employee announces his desire to leave, it’s vital to keep yourself in the hands, not to make employee feeling guilty or something. You have to act like psychotherapist and discuss with him the problem and the ways of its solving.
So, the main conclusion of the text below, if you want to retain high-calibre staff you have to give them a challenge of the job, so they can realize all their skills and learn something new and needful.
6.1
Ethics and morality are classified as philosophical rather than economic terms. However attempts to reconcile the moral and ethnic criteria to business practices are constantly being made. And these two sides of a coin are interesting for my and today I will talk about business morality, ethics and responsibility.
Firstly let`s see basic «for» and «against» in ethical business behavior. Employees should follow the code of good practice in the first place. Under this code they should not use work facilities for private purposes as well, that is to ring in sick, when they are quite well. It is unethical to accept praise for someone else`s work and fake extended lunch breaks. Of course, they must not claim extra expenses, benefiting from their professional duties. In a nutshell, they should be disciplined and honest.
Under the code of business ethics managers should consider all employees as the most valuable assets of the company. They should not get rid of anybody giving a good reference to that person, because everybody they employ is very important. And nobody should be employed without the correct paper work. It is absolutely impossible that any employee could come under pressure from a manager to do anything against the code of ethics.
What about the business responsibility, there are some principles:
companies have an obligation not only to shareholders but also by all those involved in the business. business value to society lies in the fact that the business provides the material well-being and employment, plus provides high quality products at affordable prices. companies to play a role in improving the living conditions of their.
companies established in foreign countries for the production and trade should contribute to social progress in these countries, providing an efficient operational activities and helping to improve the welfare of the inhabitants of these countries.
sincerity, benevolence, honesty and ability to keep the communication enhances the reputation of the company, every businessman has to understand it.
businessman must respect the laws.
companies should not engage in activities such as bribery, money laundering, they must fight these phenomena.
6.2
Economics suggests that business and production do not go hand in hand with environmental and societal ethics, due to the two being mutually exclusive events. Why it is so, can form a subject matter of a thesis so will not be a debate matter for this particular article. This article though, discusses the various ethical issues in the business that affect all business workplaces, whether they are local or international. Let us have a look at the ethical issues in business, that are listed below in random order of importance. In business ethics, there is hardly a proper line which can be held on to like the bible, for ethics often sacrifices profits and the idea is to find the optimal balance between the two, so that the business conscience is clear and the profits are reasonable. What is Business Ethics? Business ethics is a behavior that all businesses stick to. Also known as corporate ethics or professional ethics, it incorporates moral guidelines as also the problems a business entity frequently faces. The term 'business ethics' became popular in the U.S. in the early 1970s. The Society for Business Ethics, a global institute that deals with business ethics and application of moral principles was formed in 1980. Businesses started specifying their ethical principles from the late 1980s, perhaps to stay away from scandals in businesses. In a Free, Unregulated Self-Ethics Model If business ethics and values are left to the self of business houses and entrepreneurs, society may have many dead weight losses to bear. A few producers can collectively skimp on supply to increase market prices, a few strong buyers may collectively reduce demand till prices fall and a single entity can capture the entire supply chain and refuse its services to the free market and reserve them for the best price. To top it, the labor market can unite and ask for unreasonable increases in wages and the public transport unions can stand up for price hikes. Who decides whether all this is reasonable and hence ethical, or unreasonable and thus unethical? Who says that an earner who earns lower than the minimum wages is entitled to a wage increase even by somewhat unethical measures that require some employer arm-twisting? Who decides that a person who already earns millions in profits is not entitled to reducing worker wages to earn higher margins because it is unethical? See what I mean, ethics changes depending on which side you view them from. What may be absolutely right for you may be a gross injustice for me. So, if the market is left to its own individual mechanics, the most important ethical issue of all will be that all those in strong positions will always be the ones manipulating the weaker ones. This is where business ethics comes in as a self-regulatory mechanism on the stronger players in the economy. Let us now move on to certain routine ethical issues in business that almost every business has to face. Industry Wide Ethical Issues Following is a list of industry wide ethical issues in businesses. The problem with these ethical issues is that they are not only routine and frequent, but they are also more widespread, i.e. throughout the whole industry rather than being confined to a particular business. Bribing powerful officials in order to get bids and tenders accepted and bribing competitor employees to get informational leaks is a serious ethical issue in business. In fact, it is a crime that is legally punishable in most countries today. Labor related issues like gender discrimination at workplace, employee harassment, minority community participation, working conditions and child labor are also some general ethical issues in business. Business practices like sourcing of materials, quality of inputs in production, compromising on certain aspects like product quality, safety, etc. and deception in packaging, quantity or size also fall in the purview of business ethics.