De goede voornemens van organisaties komen in verschillende vormen. Van visie tot beleid, van strategie tot actielijst. De rode draad is dat het altijd om een plan gaat: er is een ambitie die (hopelijk) in de toekomst gerealiseerd gaat worden. Vanuit onze praktijk herkennen we drie planniveaus, met ieder overlappende en eigen ambities. Ten eerste is er veelal een organisatiejaarplan waarin de koers voor het nieuwe jaar beschreven wordt. Een niveau lager zien we jaarplannen voor een organisatorische eenheid, zoals een businessunit, afdeling of team. Tot slot kennen organisaties een persoonlijk jaarplan, waarin medewerkers prestaties en ontwikkelambities kenbaar maken. Uit onderzoek onder onze klanten blijkt dat organisatieplannen vaker gemaakt worden dan teamplannen. Vervolgens komen teamplannen frequenter voor dan persoonlijke plannen. Een oorzaak hiervan is dat het functioneringsgesprek veelal als synoniem wordt gezien en daarmee een persoonlijk plan overbodig maakt. Onze ervaring uit de praktijk is dat dit veelal te kort door de bocht is. Als er al een verslag gemaakt wordt, heeft het meestal onvoldoende “body”. Het geeft namelijk veelal te weinig houvast tijdens de uitvoering.
ntwoord dat we doorgaans geven is niet al te vrolijk. De mens is van nature een lui en hebzuchtig wezen. Als ik tijdens lezingen vraag wat anderen met iets als een basisinkomen zullen doen, zijn de meeste mensen sceptisch. Anderen? Die zullen wel op de bank hangen en RTL Boulevard kijken. Een chimpansee tijdens een intelligentietest. Foto: Lilo Hess / Getty Images Er is ook een wetenschappelijke term voor dit mensbeeld: homo economicus. Jarenlang is het de basis geweest van de economische wetenschap
The term "career" has new meaning in 2016. After leaving school, people may assume a graduate looks to build experience and work his or her way up the corporate ladder – all at one company. In the past, constantly switching jobs was often associated with starting back at square one and creating a resume that indicated a lack of dependability. However, this is no longer the case in many industries. It is not uncommon for a modern career to involve working at a number of companies in the same field. Modern technology helps new hires acclimate quickly and allows businesses to see exactly what talent they need during certain time frames. Also, modern data technology allows individuals and staffing agencies to carefully track actions at each position to build complete talent profiles. Thanks to new innovations, individuals can monitor and manage independent careers – as opposed to one built within a single organization – and staffing agencies can help.
Leaders don’t hire. Yes, you hire to fill a job but you recruit to bring in the right “human essence” to your organization to ensure its long-term success. Discover these competencies in people and gather them around you: - Lifelong learner: If you’re not learning, you bring little future value to an organization. Look for evidence that prospects are active learners. What areas are they interested in? Who have they learned from? What have they done to apply what they’ve learned and how can they be put to use in your organization? - Infection agent: The ability to infect others with the interest and excitement necessary to execute your strategic game plan is a priceless art. Some people have the innate passion and tenacity to get others on the bandwagon. Get ’em on board.
The 12 colors in the color wheel can be combined in different ways when you create presentations. Some of the colors are considered warm, and some cold. Some are considered be complimentary in different ways. Colors next to each other are called analogous and using the same color and its tints tones and shades is called monochromatic. We can use these color combinations in the color wheel to create beautiful color schemes for presentations.
How would you describe yourself?" While this is something that should be anticipated and practiced, many job seekers overlook the importance of this question and fail to take the time to formulate the right answers. Moreover, when describing ourselves, we should approach our answers in an honest, candid manner and even though some answers are laid out below, always ensure that you phrase these in our own words as authenticity is important. Here are 15 ways to describe yourself for your next sales interview: 1. Revenue Generator 2. Top Performer 3. Vision for Success 4. Growth and Development ........................
You’ve just read a job description, and you’re so excited. It is exactly what you want in your next career step. And then you get that magical call and talk with the recruiter and everything seems aligned. You do your research and prepare for the interview. You ask good questions, and you get good answers – you think you got this nailed. It’s as good as it seems, then you start and, a month later, you realize that the job and/or the company isn’t what you thought it was. Anxiety kicks in. You feel trapped. You don’t want to quit after a few months because you don’t want to be a job hopper. But, you regret your decision and wish you had done things differently. But what? How can you know what it’s really like to work somewhere before you actually get hired? Here are some ideas to help you identify the real company culture before you accept a position. Join the talent network
Migratie is momenteel een van de meeste controversiële onderwerpen in Europa. Nooit eerder zag het Europese continent een zo hoge toestroom van asielzoekers en migranten als nu. Het gevolg is dat het in het Schengenverdrag verankerde vrije verkeer van mensen en goederen onder steeds grotere druk staat. Op elk niveau is migratie onder Europese leiders onderwerp van gesprek, maar een concrete oplossing lijkt nog lang niet in zicht. De in allerijl opgezette hekken en heringevoerde grenscontroles ten spijt, EU-burgers kunnen zich nog steeds vrij bewegen binnen de grenzen van de unie – zonder dat ze daarvoor een visum of werkvergunning nodig hebben. En dat blijven ze ook doen.
Under qualified is just a state of mind - How to inspire employers to take a leap of faith
Today's job hunters and career shifters are bolder and braver than previous candidates. They know the drill and are savvy when it comes to job ad shades of grey. That said, it takes more than just skilled smarts to battle the 'unqualified' label. Whether you're a graduate or are on the brink of a career change, finding a way to get your foot through the door is tough when relevant qualifications or experience are lacking.
In this post we will be exploring how people either early in their career or looking for a career change, can get their foot in the door of the digital marketing world. Here at Zealify, we often get asked about digital marketing roles by graduates. However, not many people are fully aware of what digital marketing entails and all the possible avenues they could pursue. In this post, we’ll outline what you might need to learn as well as covering some of the basics from different elements of digital marketing. We’ll then highlight some resources and influencers to follow, putting you in the best position possible to land an entry level role.
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Millennials face numerous challenges, from record levels of debt to a rapidly evolving employment market. But it seems that much of the stress and anxiety reported by twenty-somethings is caused by something else: ruthless comparison with peers. In a study published in the Harvard Business Review, which involved hundreds of interviews with young people in the UK, Emerson Csorba, found the same story emerging again and again. Csorba, director of the consultancy Gen Y and a World Economic Forum Global Shaper, reported one millennial describing the challenge like this, “If we are not doing something exceptional or don’t feel important and fulfilled for what we are doing, we have a hard time.” Where is the pressure coming from? With millennials more connected than any previous generation, opportunities to compare levels of success are ubiquitous, creating anxiety and insecurity. Csorba identified three major factors putting pressure on Millennials.
This has been my mantra for as along as I can remember. The message is so simple, full of truth and direction, yet it is consistently ignored by human resource departments, managers and owners alike and they wonder why their turnover is so high or they are always having to look for new people. The problem is with the managers – and seldom the employee or the quality of the workforce. This has been proven and well documented by study after study.
I don’t think this happens on purpose, most managers I meet have never been taught the art of developing people. Many rose to the rank of managers simply because they outlasted the last one and this lack of people training leaves the new manager with the only experience they know – to mimic the old boss.
Of all the things that may keep a CEO up at night—including me—attracting and retaining the best people is high on the list. In an age where millennials dominate the workforce and digital has transformed the workplace, the old ways of employee engagement simply don’t cut it.
Millennials are the embodiment of today’s real-time world, getting everything they need to know instantly from their social media networks and digital devices. Our job as leaders is to create the right environment for this new generation to flourish in their careers—we shouldn’t expect them to adjust to the status quo. And nowhere is this more true than in the area of performance management.
I would like to thank you all for being part of an experiment. A few weeks ago I changed my role to CEO of one of the world’s largest enterprise. With this experiment, I wanted to test my assumption that people would critically assess the authenticity of information this social network. I was curious to see the effect. This article describes what happened.
For my business, a network like LinkedIn is a valuable resource for both sales, recruitment, and business development. This is the place where I find my peers, gain interesting background and common interests about the people I do business with. And I receive frequent updates about career changes and company information. The value of this network is encapsulated in the accuracy of the information on the network. I wanted to test how deeply rooted the users of LinkedIn trust the information on this network. How do we know what information on LinkedIn is correct, accurate and complete?
"Do you have any questions for me?" We've all been on the receiving end of that question in an interview. If you're prepared, you've probably got some good questions you usually cycle through. But we want to be better than "good" in an interview. We want to be standout candidates that hiring managers are excited to extend an offer to. One thing you can do to separate yourself from other applicants? Ask good questions. Download our free resume templates here to help you create a standout resume. "I'm always surprised at the lack of good questions candidates have, and I always respect the candidates that ask insightful questions during interviews," says Andrew Quinn, VP of Learning and Development at HubSpot. To help you prepare to stand out at your next interview, here are some questions that'll make hiring managers' ears perk up. Try them at your next interview and see how the conversation changes. 14 Questions Hiring Managers Wish You'd Ask During Job Interviews
A few weeks ago I attended a presentation by the European Talent Sourcing Manager at one of the world’s best known social networks. I’m still amazed and I’m convinced the recruitment professionals who were there with me went home feeling a bit queasy. Monitoring the employee life cycle Never before have I come across a better recruitment professional: she came to the job from the business (in fact all the people in this company’s recruitment department come from the business!), is involved to an extreme degree with developing the business (she doesn’t talk about HR, but about making the business scalable) and goes for data all the way.
During the next two decades, nearly half the jobs in the United States alone might become obsolete due to automation, according to an article in The Atlantic. But new opportunities will arise, particularly ones that require strong cognitive and social skills. As David J. Deming, associate professor of education and economics at Harvard, put it: People will have to become more human.
Het solliciteren van nu is anders dan 10 of langer jaar geleden. In die tijd waren er zelfs nog discussies of je mag vragen om een pasfoto of geboortedatum in een CV. Nu leven we in een tijd waarin bijna alles publiekelijk gedeeld wordt. Een nog vrij nieuwe stap in de wereld van solliciteren is de CV film. Die gaat de betekenis van de profielfoto meer dan een paar stappen voorbij. Ook dit fenomeen laat menig wenkbrauw fronzen en wat dat zegt over je persoonlijkheid kan voor de recruiter een interessant gegeven zijn....(daarover straks meer). Natuurlijk kun je je afvragen: Is dat iets wat bij me past, ga ik dat doen en is dat echt wel nodig? Voor de meeste lezers is het geen vanzelfsprekendheid om een film van jezelf te maken en die mee te sturen met een sollicitatie.
One of the most disruptive changes we’ve seen in business over the last decade is the end of the traditional “career.” People used to join companies for life: we would look for a great company when we got out of school, join the new-hire development program, pay our dues working up the ranks, and look forward to a nice retirement program 30-40 years later. Today, the average worker stays at their job for 4.4 years, according to the Bureau of Labor Statistics, and some research says that Millennials change jobs at twice that rate.
Success at blog marketing depends on a myriad of content, design, technical, and promotional factors. Though it would be prohibitively exhausting to excel at all of them simultaneously, the good news is that there are many small changes you can make that can significantly improve the success of your blog content over the long term
This is a topic where, from experience, I think the majority of management stands on the wrong side. LinkedIn is world’s leading professional platform whose mission is simple:
To connect the world's professionals to make them more productive and successful. When you join LinkedIn, you get access to people, jobs, news, updates, and insights that help you be great at what you do. I know a lot of employees who have openly or privately spoken about how managers restrict or attempt to manage what their subordinates like, say or post on their LinkedIn profiles. Managers excuse and cover their actions with claims such as:
Der Webbrowser von Google, Chrome, zählt zu den beliebtesten und begehrtesten Browsern. Und auch wenn in vielen Unternehmen nach wie vor Internet Explorer, beziehungsweise die Browser der neueren Generation aus dem Hause Microsoft, verwendet werden, bietet es sich an, sich mit Chrome genauer auseinanderzusetzen. Denn Chrome bietet eine Vielzahl an kleinen, praktischen Erweiterungen, welche die Arbeit und das automatisierte Personalmarketing zum reinsten Vergnügen werden lassen. Selbstverständlich – darauf muss ich natürlich der Vollständigkeit hinweisen – stellen solche Plugins und generell die Offenheit des Browsers, diese Plugins, bei Chrome übrigens „Extensions“ (Erweiterungen) genannt, Sicherheitslücken dar.
Meaningful work is something we all want. The psychiatrist Viktor Frankl famously described how the innate human quest for meaning is so strong that, even in the direst circumstances, people seek out their purpose in life.1 More recently, researchers have shown meaningfulness to be more important to employees than any other aspect of work, including pay and rewards, opportunities for promotion, or working conditions.2 Meaningful work can be highly motivational, leading to improved performance, commitment, and satisfaction.3 But, so far, surprisingly little research has explored where and how people find their work meaningful and the role that leaders can play in this process.4
We interviewed 135 people working in 10 very different occupations and asked them to tell us stories about incidents or times when they found their work to be meaningful and, conversely, times when they asked themselves, “What’s the point of doing this job?” We expected to find that meaningfulness would be similar to other work-related attitudes, such as engagement or commitment, in that it would arise purely in response to situations within the work environment.
Although generational differences are often overstated in the workplace, Millennials do face a unique challenge, thanks to the reality of modern 24/7 communication: “ruthless comparison” with their peers. In a recent series of hundreds of interviews with twentysomething Millennials across the United Kingdom, I heard this over and over again. As one Millennial described the challenge, “We are a generation that is ruthlessly comparing ourselves with those around us and our role models at the same time. And if we are not doing something exceptional or don’t feel important and fulfilled for what we are doing, we have a hard time.” The ruthlessness of this comparison creates anxiety and uncertainty in one’s self, as I heard repeatedly over the course of the interviews. If we’re going to address the problem, we need to know why it occurs. My interviews surfaced three reasons in particular: false representations of achievement on social networking platforms, the sharing of stories of hypersuccessful Millennials, and the rise in choices and options that Millennials have in building their careers.
Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.
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Integrating your curated content to your website or blog will allow you to increase your website visitors’ engagement, boost SEO and acquire new visitors. By redirecting your social media traffic to your website, Scoop.it will also help you generate more qualified traffic and leads from your curation work.
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