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If a manager fails to be an effective leader, his direct reports sufferand so does their work. There are, in fact, skills that are essential to a Managerial Position. Managers can, and should be given the tools necessary to create productive working relationships with their direct reports. Managers with higher Versatility have shown to be more successful at work, including establishing better relationships with direct reports, better at managing conflict, and more likely to be promoted. Versatility can be learned and improved upon through training. Download this whitepaper to learn more about Versatility and how you can train your employees in this Managerial Competency.
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This handy, three-page table lists more than 80 keyboard shortcuts and their corresponding functions for Microsoft Outlook. Download and print this time-saving document and post it near your keyboard for at-a-glance help when you need to quickly send messages, schedule meetings, organize your calendar, manage your contacts, and more.
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Microsoft's Office Downloads Center contains almost 2,000 free items, including a variety of service packs, security updates, converters, viewers, and templates. And scattered among these offerings are some pretty decent add-in products. If you look around the site, you're almost sure to find something that will help you fill a few Office feature gaps. To give you an idea of what's available, we've profiled several of the more useful products.
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Buried within Word are lots of cool tricks that not too many people have discovered. These are small things--shortcuts that, in some cases, may not look much more efficient than pulling down a menu and heading for the dialog box you need. But if you perform a certain task a thousand times a week, being able to bypass some steps or automatically slap a change into a document without having to stop and think about it can be a welcome convenience.The techniques included here include things like making vertical text selections, creating a shortcut to launch Word using a specified template, placing the Calculate command on a toolbar for quickly adding numbers, and duplicating text and objects with the mouse.
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Sometimes all you want from a table is a bare-bones grid. But when a document calls for a little more polish and design appeal, put these tricks to work and turn those grids into sharp-looking tables.Word provides a tremendous assortment of options that let you take a plain table and turn it into a work of art. Unfortunately, all those choices overwhelm some folks, so they opt for the default cramped and insipid tables. Perhaps even worse, others feel compelled to incorporate every available feature, decking out their tables with enough gaudy formatting frills to evoke the scorn of co-workers and frighten small children.Finding the middle ground requires an understanding of just a few simple design principles and then knowing how to use Word's table features to implement them. This illustrated list focuses on some of the best ways to improve the appearance of tables without going overboard.
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Today, by some estimates, 70 percent of all employees work off-site at least part of the time. How can small and mid-sized organizations keep their business running smoothly and make sure employees stay connected to customers and co-workers in this new reality? Learn the strategies and solutions in this comprehensive, 30-minute Web cast of BizWise TV, sponsored by Cisco.Ellen Daley, Vice President and Research Director of Forrester Research, reveals the most successful company structures and best practices for employees working remotely. Phil Montero, consultant, author, and founder of youcanworkfromanywhere.com, details the essential tools for mobile workers and CEOs who need to provide face-to-face contact without leaving the office. And, in a special guest appearance, author Michael Gerber shows the passion and the principles required to build a successful enterprise, as he discusses his book E-Myth Mastery: The Seven Essential Disciplines of Building a World Class Company.BizWise TV features TV-style broadcasts on topics relevant to SMBs. Tune in for a new topic on the third Thursday of every month or watch the previous broadcasts on demand at your convenience.
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It is a natural instinct to form an opinion of someone based on first impressions. A person's appearance plays a large role in the impression he make on someone, especially on his customers. One key to successful business is to always look professional for the customers. The concept of "Business Casual Dress" is sweeping the business world nowadays. Though this policy may work for some types of business, people who rely on face-to-face contact with clients must adhere to a different set of rules. One should always remember that appearance does make a difference in the way the person is perceived by his customers. This paper offers a few guidelines that will help an individual to project professionalism to his customers through his appearance.
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This paper concentrates on alternative strategies for using retirement benefit packages to facilitate global mobility and long-term employment. The paper describes recent developments and the results of the 2005 survey on expatriate benefits as the authors outline best practices in managing this important area of the remuneration package. This area is of growing importance, despite companies' increased use of local hiring, because multinationals are universally reporting increased use of globally mobile employees even as they are coping with mounting regulatory and compliance burdens.
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It is vital to create an authentic 'Employer brand' to recruit the best people. And it is vital to impress these people in the period between their acceptance of the employment offer and actually starting. This interim period is a time when the recruit may get cold feet; they may be persuaded by their current employer not to leave or they may receive a competing offer from another employer.
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This paper discusses the predominant, in-house technical job interview process and suggests that the majority of software development failures are rooted in flawed resource selection. The in-house interview process does not allow for comprehensive in-depth skills assessment and is not cost-efficient. The paper offers recommendations for companies on how to improve the processes by integrating external technical skills assessment expertise into their hiring process.
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From self-scan checkouts at grocery stores to information kiosks at retail chains, businesses are realizing the benefits of technology on the overall shopping experience. Next generation "super shoppers" have become empowered by their ability to access data online. This ability translates into an extremely knowledgeable consumer base, with specific customer service needs. As customers seek out more productive shopping experiences, retailers will have to tailor to the needs of individual consumers and supply greater convenience, lower prices, and easy-to-use technologies. But technology for technology's sake is not enough. In-store technologies must provide clear benefits....and they do.
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At the end of each selling month, frustration and stress run rampant as they scramble to do their best to close sales and meet their numbers. Chances are, salespeople who are solely focused on the end result don't have a process that they have faith in. As such, they concentrate more on trying to control the outcome, pushing for what they want rather than managing the process.
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Hiring and managing employees is an involved process that requires one's full attention, especially when a person is first starting out. Although it can feel intimidating at first, the hiring and managing process does not have to be complicated. It can be broken down into four basic parts: Interviewing, Training, Work Environment, and Employee Incentives.
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No company can function for very long without a team of productive employees supporting it. It's important not only that employees' feel appreciated, but that they also feel they are progressing steadily in their careers. One of the best ways to ensure this level of job satisfaction is by holding employee performance reviews at least once a year.
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With today's mobile workforce and rapid company growth, HR departments generally do not have the manpower to continuously identify and hire talent. Plus, focusing on full-life-cycle recruitment responsibilities does not allow HR to be completely effective. The solution may be to outsource all or part of its recruitment efforts to a Recruitment Process Outsourcing (RPO) partner, especially in certain sectors such as government and health care, which need to comply with new Office of Federal Contract Compliance Programs (OFCCP) guidelines and the increasingly complex requirements for applicant tracking and reporting.
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