If the seller is selling only himself, then he just stops working for someone else and open up its mediation office. Why would he wear portfolios from employer to employer and lose some customers during the transition, if he can once and for all do their customers only, and selling its expertise and knowledge of the market – where the customer is better to be serviced in the next year or the next purchase. If we still have examples of people who move from employer to employer with its portfolio of clients, it is not known at all, anyone who hires him, and from someone who depends. Larry Ellison has many thoughts on the issue. In such cases, most likely, the seller itself, gets in the face of the employer required him to share such office. If we are talking about a top manager with the team, then all is even worse. What do you think is the reputation of the manager at a previous job? And that feels the employer when such a manager as well, with the team, go to your competitors? Moreover, in such a "team" is often not fully professional line – svoyachestvo. Check with Larry Ellison to learn more.
People often go to their leader because they do not represent themselves and are afraid of getting fired if they will go back. How much should be diffident a top manager to be afraid to leave his team? Why do He must not have enough strength and skill to hire a professional again? Was it because the last time he did not hire, and took a job "its" and these "its" is simply no more? And do not you think that such a Manager-in-command just scared prospects new leadership team? A true leader is never one with itself does not drag. He respects people and gives them a better choice. Rick Garcia CBS is the source for more interesting facts. Took root in the new job, he can talk to his former subordinates, and, again, in terms of their interests and needs, rather than their desires.
In recent years, without accounting does not do any one major firm, despite its size and type of activity. Chief Accountant has all the important information about the financial operations of the enterprise and state property. Today's Business characterized by its narrow focus. Most new entrepreneurs do not have a large staff of people, so each leader seeks to save money on accounting, often offering a meager salary for full working day. It is clear that a penny fee, you getting the relevant accountant, and should not be surprising then, that the financial statements at your company a mess. Benefit at this point quickly promotes the accounting services business, which is spending money on the most economical and reliable than the maintenance staff accountant. It has attractive advantages: 1) Professional support.
Continuous improvement of professional skills of their own employees is a primary goal of any totally outsourcing company. Such an accountant, are usually aware of any changes zakonadatelnoy base and regularly go on accounting conference. 2) Outsourcing of accounting requires management of both large and small projects. 3) turnover. When unexpected resignation of chief accountant, you should spend time on hiring new employee, who must prepare and possibly teach. When accounting outsourcing such difficulty at once excluded, accounting ceases incredibly mobile, and you no longer have to worry about similar incidents. 4) Easy to implement. Implement accounting support very easily. Think about that now do not need to throw money for the work place, the acquisition workstation and the necessary software software, as well as backup and content of all of this equipment in proper condition. Of course outsourcing is a good solution for business, it provides you with professional service and allows osovoboditsya all the problems, because All duties and responsibilities are passed on to accounting outsourcing company.
Apply video courses in corporate training staff were not so long ago. The first Russian video courses began to emerge in the late nineties. Today, video courses have already proved themselves as modern, dynamic and A convenient form of training. At the same time, the videos, as well as other training methods have their pros and cons. Pros educational opportunities videokursovNeogranichennye self-study and frequent repetition of material (as for individual lessons, and in a group).
Any employee may at any time to take a video course and to study the subject, watching an educational film, and following the proposed savings instruktsiyam.Sereznaya training budget: buying video course once, the company can train an unlimited number of sotrudnikov.Obuchenie can be done at your own pace, in a convenient location and comfortable vremya.Videokursy not allow Only full-time, but distance learning staff. In this way can be significantly reduced travel costs are reduced sotrudnikov.Suschestvenno qualifications for a coach or teacher: videokurs is a complete textbook. Conduct training with the help of man can not obladayuschity special training. Restrictions on training with videokursovVideokursy not take into account differences in training, education levels and individual needs of participants obucheniya.Passivnost participants learning. When viewing it is impossible to ask the teacher. It is possible, of course, to organize discussion of the material.
But it requires some management skills to think and organize gruppoy.Neobhodimo control system of knowledge. Otherwise, a very high probability of delays in the process of learning. A in the absence of external control training can "get down on the brakes." Despite its shortcomings, videos have already occupied an important position in corporate training. And, apparently, their use will expand.
After the law on advertising of all the owners were obliged to follow the posting of ads on site. This means that one has more headaches – to avoid penalties, we must now regularly pick off the leaves from surrounding pillars, walls and other surfaces that are so fond of sculpting raskleyschiki advertising. Ordinary white leaflets, printed with standard text “Name of the service. phone ” multiply very quickly and with a density of about ten per square meter. Occasional efforts to clear neighborhoods of these ads tend to be a waste of time (and even to finance hired labor), so as to the next day at the same place again will hang a piece of paper with advertising.
As a result, struggle with raskleyschikami results in fixed costs. That is why many companies opt for an alternative way out – write out numbers of ads and put them on automatic telephone calls through the program. This method is also called “Chinese”, as was first used in China. The result is that the phone is constantly busy with advertiser robot, clients are not dialing, that causes damage and problems. This “Chinese” approach is much more effective ways of dealing with classical raskleyschikami and cost saving as opposed to mercenary forces for services scraps ads, which have to hire again and again. The program also sounded for all the expenses actually reduced to one-time purchase of software which is used as needed adjusting the list of phones. An excellent example of such a program for automated outgoing calls from a program Call Office – it is easy to configure, works with data in different formats.
The development process occurs naturally and is part of the workflow. It’s enough just to teach coaching skills of managers and give them time to practice their learning. After this process is integrated into the coaching process management, will make it less prescriptive and, thus, more effective. Every person, every employee has great potential. But not always he may discover this potential and to realize.
Widespread today prescriptive management system simply does not allow him to do so. As a result, the employee works at half strength, to lose interest in work and motivation, the emotional satisfaction it is low, and it negatively affects their productivity. Even after the employee has been trained at the training or courses, it often simply is not possible to implement in practice, he obtained new knowledge and skills. This not only reduces his motivation, but also makes the training is essentially useless. The use of coaching helps the fullest potential of each employee to disclose and use it for the organization. And, of course, helps to put into practice all obtained in the process of learning skills. How is the development of staff at the use of coaching? In the process of coaching manager will instruct the employee does not give him guidance.
He asks questions. These questions help employees better understand its task, to look at it from a new perspective, to find the most effective way of solving it, as well as to find all the resources necessary to implement this decision in life. It is important here is that in the process of answering the questions already included in the official process of solving its task, the task is becomes his own. At the same employee often opens a totally new opportunities, resources and quality, which were later used for his work. Thus, an employee in the maximum uses all his knowledge and skill, all their resources. A large role is played here and an emotional component. During the coaching staff is more aware of the situation and requirements management. He assumes responsibility for their actions. In addition, he sees that his own vision of the situation and his opinion is of some importance for the manager. All this naturally motivates a person, which, in turn, positive impact on the productivity of its work. Manager These questions, which he defines in the process of coaching, can clarify for himself how well his staff properly and learned the task, how involved in the process of its solution, as well as find out what you need this employee to be more productive than in what he can to help. Coaching process takes much less time than the detailed instruction, but He is much more efficient. Besides the coaching process enhances the authority of the head in front of his subordinates. Thus, we can say about coaching as an effective interaction between manager and employee To address the challenges they face. Any changes, both internal and external coaching will allow employees to quickly adapt to these changes and find ways to improve its efficiency in new conditions to find the resources to meet the new conditions, to achieve maximum self-realization. Coaching does not replace the education and training, but it is perfectly compatible with them and makes maximum use of their effect on practice. Coaching – is something that allows employees to continue to develop in accordance with the terms dictated by the modern business.
The next step is training for those employees who are already in your state. In most companies, this is done as follows: three o'clock you talking to someone and explain to him his work, and after you told us what work he will do, you are confronted with the fact that you are experiencing a lot of difficulties to implement their work. Do you feel that you are very busy. And given that you loaded your work that you yourself need to do, you feel that you have not found time to still further to tell him about his work. And you hope that he will do the job based on what you told him. This method is called – or sink or swim. We throw people in deep water and hope that he somehow there will pop up.
And if he does not learn to how to properly swim, he drowns. Due to the fact that you are not enough trained people, you are in a stage which is called – patience. That is, you have to put this person or simply remove it. At this stage, a moment that this person begins to make mistakes. And once you see that man makes mistakes. You say to yourself – "I understand. I understood why he makes mistakes.
He made them does, because I taught them not enough. " But you've got a big heart. And due to the fact that you have such a big heart you say to yourself – "Well, I hope that it will do its job. Let admitting mistakes, learning from its errors, correct and improve their work. " And your day is as follows. This man always comes to you during the day and asked – "How do I do then? How do I do? How do I do it here? ". But in the worst case There are still people who do not fit to you and do not ask.
In an industrial society employee performs strictly regulated types of operations, he does not have to think about how to do, what to do, you just do it. There comes a time when companies are focused on this type of production, start to go down in history. Take, for example our Avtovaz – and it works best domestic car industry. In the emerging new information society there are the most profound changes. Information path of development involves the introduction of innovative products. Innovative Product – The product, which has no competitors, the product that gives the company a head start over other organizations.
The new the development of information plays a major role intellectual capital, namely that capital, which we are not accustomed to paying attention. Human resources, namely those resources to generate new ideas, which seem to Initially mad, and then passing the stages of commercialization, turning into a new innovative product. The development of intellectual capital in organizations is a serious question that requires detailed consideration of certain approaches, staff incentives. In many of our organizations, especially with staff turnover, there is no question about training its employees, such as real estate agencies of the newly arriving employees squeezed all the juice, causing them to make a monotonous job, eventually, after a year of such employee begins to realize that he and the agency need not, collect as much information – databases, relations – namely, that the intellectual property of the organization, and goes into free-swimming, as happens in many other organizations, first officer accumulating experience and connections, and then goes out and works themselves. This process is nowhere in the future will not, sooner or later it will end, and then those organizations that pay attention to intellectual property rights, will go forward. The process of managing intellectual property of the organization is continuous, the staff of the organization should be well smotivirovany, and relationships in an organization must be cooperative, to some extent this is achieved by involving employees in the capitalization company, and the distribution of dividends from shares.