Amols' Ledge

How HR Can Help IT Folks

2012-01-26T18:13:00.000+08:00

Another interesting and thought provoking article published by Human Resources.

Whilst technical competencies may be important at the earlier part of your career, succeeding in the IT industry is not just about technical prowess. Rachel Goh, group general manager at Business Applications Services, explains.

Please do not get me wrong - it is a must to be conversant in skills that are relevant to the job you are applying for. Be it in programming, systems integration or business IT consulting. But these are table stakes. As the industry grows, companies are diversifying their capabilities and solutions to stay competitive. The resulting impact is that companies will be looking for talent that exhibits the x-factor to differentiate themselves and stay in the game.

Academic qualifications certify that you have the aptitude for a particular job, but how you approach your job and steer your career to reach the inflexion point sets you apart. Here, I would like to define "inflexion point" as the point where you would be hunted for a job role, where you will command a significant compensation premium vis-à-vis your contemporaries.

Some important x-factors would be relentless passion, ability to re-invent, a keen eye for opportunities and gamed to take on the challenge.

For example, an IT consultant may one day be asked to manage projects and people. Having an understanding of what clients need against the backdrop of technology development and how it can be applied will put the consultant in a better position to advise the client, and to motivate his or her team so that everything comes together. The same is true for any profession within the IT chain. The application of technology rather than the technology itself is important and that requires the industry and business context perceptiveness besides technical skills.

Being opportunity-aware and cognizant of "the next big thing" instead of just doing your everyday job will enable you to ride with the tide and not miss the train when building your career. Also, the appetite to take risks and accept an assignment that will allow you to push the boundaries and face some hard knocks are critical attributes to have.

In this regard here are some questions for you to ponder on:

What are the current disruptions in the IT industry, how is my company managing that disruption and how can I contribute?
What are the emerging technologies right now, for example, Web 2.0/3.0 and how can I translate into business opportunities for my organisation or my customers?
What critical skills do I need to acquire to make myself a more well-rounded talent and thus achieve the inflexion point of my career?
Am I relatively comfortable in my current job role? If the answer is yes, it is time to look for a change. My suggestion is to look for roles where you have 75% of the pre-requisites and 25% room to learn and grow
What assignments can I take on that will take me out of my comfort zone and push me to the next level? Is it an overseas assignment? A bigger project? A larger book of business?

The fact is IT has changed the way we go about doing things. From snail mail to emails, from one-to-one phone calls to voice over IP, IT has catalysed our evolvement. With each new development, it opens a floodgate of new possibilities of how its potential can be maximised, in turn increasing demands for new skills and new paradigms. In fast-paced industry like IT, the world whizzes by in a blur.

Being aware and deliberate will better enable you to build your IT career to the inflexion point you want. While we cannot say for sure where technology will take us, the way we interact with technology today is a good indication of where we are headed.

For the perceptive ones amongst you, be it from the standpoint of a candidate entering the industry or a seasoned veteran in the arena, the stage is set for a fulfilling career.

The Mark Wahlberg Factor..by Robin Sharma..

2012-01-25T14:43:00.001+08:00

Another lovely piece of article from Robin Sharma

Dear Amol,

On a recent flight home from a high-performance leadership presentation in Napa Valley for the executive team of a fast-growth multinational, I flipped through the pages of the latest issue of Men's Journal (I usually buy four or five magazines for each flight. I take and rip out the few articles I'm interested in - but I'll leave that process for a future issue of this newsletter).

I reached a feature on Mark Wahlberg. The piece details his rise to fame. From tough + violent beginnings (he allegedly blinded an innocent bystander in a fight). To his brother (of New Kids on The Block fame) helping him get a record deal as rapper "Marky Mark". To a stint as a controversial underwear model for Calvin Klein. Then into the movies, first in bit roles and then up to leading man. And now - as a Hollywood producer (yes, he not only starred in the breathtakingly great film "The Fighter", he also produced it). And as an entrepreneur who has launched a hamburger chain (WahlBurgers) and a water company.

The article depicted him now as a devoted family man, an uber-fit athlete (60 minutes first thing in the morning...sound familiar?) - and as a go-getter who swiftly moves from one mountaintop to the next.

But what struck me most about Mark Wahlberg's profound evolution was not what has happened in his outer world as the years have passed. No, what intrigued me was what's been unfolding within. His personal values have transformed. His faith has awakened. And his moral compass has been completely reconfigured. And because of what's been growing on the inside of his life, big things are happening on the outside of his life. Love it.

We're still in January. You have a fresh, stain-free year ahead of you. If you silence your Saboteur for a few seconds, the reality I need to share with you is that you can pretty much write a whole new script for a whole new way to work + live right now. Yes, you really are that powerful. The question isn't "can you?". Nope. The question is "will you?" (And if not this year - then which year?).

Here are 3 powerful brain tattoos to make this a fantastic year for you:

#1. My Identity Shapes My Reality.
Neuroscience confirms your brain is like a giant spam filter - you only see what you focus on. So if your self-identity is all about being a vicitim, you'll literally spot conditions that confirm your victimhood. On the other hand, if you see yourself as a powerful creator of your conditions, you'll see opportunities to get to your goals - and dreams - all around you.

#2. Dream Big But Start Small.

Ok, you've heard me say this before but a good coach repeats the fundamentals until they become a part of the way you think and perform. As I wrote in my new book "The Secret Letters of The Monk Who Sold His Ferrari" - "small daily improvements over time lead to stunning results." One of the great keys to transformation are those little daily wins that stack up into a tsunami of change over the coming months.

#3. Vague Plans Provoke Vague Results.

I strongly recommend that you write out a 12 month plan, recording at least 5 little or big projects that you commit to getting done each month to ensure this year ends in rare-air. The fact is that a plan becomes a self-fulfilling prophecy (as researchers in the emerging field of positive psychology are confirming). In other words, clarity breeds mastery. And the goals you set drive the actions you'll take.

I truly hope that this year serves as a vehicle for you to change the game. That this year is the year you do the best work of your career (a job is only a job if you choose to see it as a job). The year that you get fit like an athlete. The year to get your financial life to a place called exceptional. The year that you grow the family life of your dreams. And the year that inspired you to craft the life you've always wanted to live (and become the person you've always wished you could be).

Wishing you all green lights. Now, go change the world! :)

Robin

Kindle Fire is launched... Will it swallow Apple

2012-01-18T12:32:00.000+08:00

This was published in Economic Times yesterday... pretty interesting read...

NEW YORK(AFP): US online retail giant Amazon unveiled a tablet computer, the Kindle Fire, on Wednesday that costs $199, less than half the price of the cheapest iPad from market-leader Apple.

The Kindle Fire, which has a seven-inch (17.78-centimeter) screen, smaller than the iPad's 9.7 inches (24.6 cm), will be available in the United States on November 15, the Seattle-based Amazon announced at a launch event in Manhattan.

"Kindle Fire brings together all of the things we've been working on at Amazon for over 15 years into a single, fully-integrated service for customers," Amazon founder and chief executive Jeff Bezos said.

Presenting the new tablet to the press, Bezos said Amazon is hoping to sell "many millions" and touted the features of a new Web browser in the Kindle Fire called Amazon Silk.

Bezos also unveiled three new Kindle electronic book readers: a new basic Kindle for $79, a Kindle Touch for $99 and a Kindle Touch 3G for $149.

The Kindle Fire has Wi-Fi connectivity only and is powered by Google's Android software. It does not have a camera like many other leading tablets, including the latest iPad.

According to technology analysts, a low-priced Amazon tablet could pose the most serious challenge yet to the iPad, which has dominated the fast-growing market for tablet computers since it went on sale in April 2010.

"Amazon will sell millions of tablets, and the rapid fire adoption of the Kindle Fire will give app developers a reason -- finally -- to develop Android tablet apps," said Forrester Research analyst Sarah Rotman Epps.

"Apple's place as market leader is secure, but Amazon will be a strong number two, and we expect no other serious tablet competitors until Windows 8 tablets launch," Rotman Epps said.

According to technology research firm Gartner, the iPad will account for 68.7 per cent of the 69.7 million tablets sold this year and will remain the top-selling device over the next few years.

At $199, Amazon is significantly undercutting Apple with the price of the Kindle Fire. Apple's cheapest iPad sells for $499.

"Amazon is competing on price, content, and commerce," Rotman Epps said.

The Kindle Fire comes with a 30-day free subscription to Amazon Prime, whose members pay $79 a year for free shipping and receive other benefits such as unlimited streaming of movies and TV shows.

It also has a pre-installed Amazon shopping application as Amazon seeks to drive Kindle Fire buyers to its online store, which features books, music, movies, TV shows and games.

"Over the past few years, Amazon's customers have gotten used to one-click purchases of books and other published content via the Kindle," independent technology analyst Carmi Levy told AFP.

"(Amazon's) goal is to drive as much business as possible to and through its online retail presence," he said. "Amazon doesn't need to maximize its profits on every tablet sold.

"It'll take thinner margins -- or even per-unit losses -- if that means getting as many Amazon tablets into consumers' hands before the all-important Christmas shopping season," the analyst said.

Technology research firm Forrester has forecast that Amazon could sell 3-5 million tablets in the fourth quarter alone.

Apple sold 9.25 million iPads last quarter and has sold nearly 30 million since launching the device in 2010.

Amazon shares were up 4.16 per cent at $233.54 in midday trading on Wall Street.

Five steps to get headhunted

2012-01-18T12:31:00.000+08:00

This was posted at Linkedin by one of the Headhunting companies..

HOW to be offered a job without applying for it.

1. Be known

Recruiters cannot target you if they do not know who you are or what you do.

Having experience in the industry or holding a significant or well-known position will help to get your name out among potential employers.

Often these methods take time to achieve but there are many other ways to get your name recognised in your industry that require varying levels of time and effort.

These include networking among people in your industry, making professional connections on social media or joining a professional association.

Do your best at work so that when people do hear your name, they will think of you as a good worker rather than as a slacker or being incompetent.

2. Be contactable

There is no point blocking social media inboxes, email addresses or mobile phone numbers to unknown contacts if you want people to find you after they hear about you.

Spread the word by listing your professional contact details on appropriate social media or company websites.

If privacy is important to you, set up a generic email using a public provider for social media or list a general office number as a contact.

You don't need to be contacted immediately but headhunters need to be able to leave a message or get on to you easily at some point.

3. Make yourself an expert

To go beyond having your name recognised in your industry, make yourself respected as a commentator or authority on a subject or industry.

Start a blog, set up a Twitter account or get an article published in your professional magazine.

There also may be opportunities to speak at a conference.

You do not have to be in a senior position at a company or hold years of experience to become an expert just know your subject matter well and target what you have to say to a suitable audience.

Your knowledge may not be accepted by a group of senior executives but may prove invaluable to junior staff or special interest groups.

4. Be obvious

Approach headhunters and tell them you are open to being headhunted if the right position came along.

If the headhunters think you are a good prospect, they will contact you when one becomes available.

5. Know what you want

It can be flattering to be headhunted and if the proposed salary is substantially more than what you now receive, it can be hard to refuse.

Carefully consider all offers.

You may not expect or realise the opportunity that is being provided if you are not active in the job-search market.

Accepting too quickly may cause you to regret your decision later down the line.

Sleep on it and discuss the move with friends, colleagues and mentors.

Also remember if this headhunter has noticed you, others may as well.

How Raghunandan Kamath made Natural Ice Cream a 50 crore business

2012-01-10T15:41:00.000+08:00

This article was published on 9th Jan -ET & was interested in it since it shares about a success stories - one the Rags to Riches stories..

We were probably the first to mass produce natural ice cream in the traditional way. We also took the lead in experimenting with unconventional flavours like cucumber and turmeric. We were possibly the first to have an international celebrity like cricketer Vivian Richards to endorse the brand on television without being paid for it. That's a lot of firsts for the son of a fruit vendor from Mangalore. It just goes to show how passion and perseverance pay.

Kamaths Ourtimes Ice Creams, better known as Natural Ice Cream, has come a long way from the time I started it nearly 30 years ago. Perhaps my real journey began in school when I assisted my father in selling fruit and developed a fondness for fruit. I wasn't a bright student-I barely managed to clear the 10th standard from a Kannada-medium school in Mumbai. So when I turned 19, my family decided that I would help out my elder brother, who operated a south Indian restaurant in the city.

It was here that I first thought of serving something unique as a dessert-a blend of fruits in ice cream. Being the youngest in the family, my suggestions were often turned down, and so was this one. But I was convinced about the concept, so when I parted ways with my brother 10 years later, I decided to open my ownice cream parlour. The timing was not entirely favourable.

I had just got married and did not have the money to start a business. But my wife Annapurna supported and encouraged me, so I borrowed around Rs 4 lakh from friends and relatives. With this I bought and refurbished a 250-sq-ft outlet at Juhu, where most of the Bollywood and small-screen celebs reside. That's how the first outlet of Natural Ice Cream was launched in 1984.

There were no ice-cream outlets in those days and, unlike today, ordinary people didn't go out to have desserts; only the rich did. To form a broader customer base, I decided to serve pav bhaji and follow it up with my special ice creams. The place was very small and most of the cooking had to be done at my home. My wife managed the tedious task of grinding the masalas and making the curry. We also started blending fruits such as mangoes, custard apple, jackfruit and tender coconut. The customers lapped it up.

A year later, I stopped serving pav bhaji and dedicated all the resources to the ice cream business. Theturnover in the first year was just around Rs 1 lakh, but we did not lose hope. I employed five or six people to make ice cream in the traditional way and these staffers doubled as waiters. What worked in our favour was the word-of-mouth publicity.

Within two years, we had the top movie and television celebrities as our clients.

In 1986, I was watching The Sunny Days, a TV programme anchored by cricketer Sunil Gavaskar. During the interview, Vivian Richards, the former West Indian cricket captain, mentioned that he had been to the Natural Ice Cream outlet and liked the Sapodilla (chikoo) and custard apple ice cream. It was such a thrill, such an unexpected back-thumping for us.

However, we have faced enough challenges too. In 1994, a key staff member decided to quit and set up an ice cream unit in the same area.

I realised that unless I expanded and made my brand's presence felt, my business would end. So I took a loan of around Rs 65 lakh from Saraswat Bank and bought a 5,000-sq-ft space at Mira road, a western suburb in Mumbai.

This acted as my factory unit. I then employed 15-20 people and started making ice cream on a bigger scale. I also decided to distribute five franchises in Mumbai. My turnover in 1994 grew from a few lakhs to around Rs 3 crore.

Today, we have 100 outlets across the country and serve around 100 varieties of ice cream. We travel frequently, constantly seeking new recipes, and many of them are developed in my kitchen. Some have even been suggested by our customers.

Encounter with Houseflies...

2011-09-27T11:05:00.000+08:00

I happen to have a meeting in Penang and had to be in the Juru area. I was surprised to be greeted with lot of houseflies around the area where I had gone for meeting.. I was surprised.. to see so many flies suddenly after so long....

I was sharing with my colleague who was with me... that we use to be greeted with such type of situation while in Pune.. during the time when the palkhi ( march done by people for the saints in maharashtra - during the month of July/August) was carried across the major cities in Maharashtra. Due to the conditions which prevailed during this time, rains, humid climate and people moving around without proper cleanliness etc. house flies was a major problem encountered by the people in these cities.. this was followed with people contracting conjunctivitis, flu etc.. as a result of all this..

Well i just hope these flies in Penang don't cause havoc.. and create another nuisance.

here are some of the pictures.. i took while returning in the evening.. not such an exciting day.. i would say... the day just came and went by..

How do we shape the future of our kids...!!

2011-09-20T15:00:00.000+08:00

Quite a serious question... i guess.. and it is...

We had a party few weeks back at one of our friends place for birthday of our kids.. we had some new families join us in the party and these families had kids who were as such around 6-7 years of age...

The whole time we were there it was mess with the kids not able to gel with each other... everyone is trying to be the boss/leader and nobody wants to be a follower....kids.. now days are not afraid of their parents - did I see afraid.. yes.. well i remember during my time, we were super afraid of our father and one sound from him let us stand where we were....

the kids nowdays are smarter.. and don't want to be directed even by their parents.. we had another character in one of the kids.. apparently a girl and she was the worst amongst all.. she was spitting on the other kids.. violent.. with others and not willing to be a part of the group..

I wonder what this generation will be like when they grow up - selfish, boasting, self engrossed.. egotist..and will this be helpful as a whole to build a better society.. no I don't think so...

Why do you think this is happening.. parents getting too busy with their work.. and routines.. they are fighting to earn a living and make life comfortable for thier family... but end of the day i think the time... quality time not spent with their kids.. is making the kids.. mentally strained... to get into activities.. which don't seem to be rational.... at all...

in my opinion.. now days.. the early years - infant to about 8-9 years are very critical to indulge the kids into activities which will make the kids accountable and also learn to live in the society in a very conducive way, which can then make things easy for the parents as well when these kids grow up and start bearing their responsibilities...

Sounds very complicated.. well it is not.. what the parents have to do is to make some quality time available from their busy schedules.. and talk to their kids.. and communicate more often... i think this is where the ask becomes tough and one has to then look at doing activities like going for classes with them for thier hobby classes or doign homework with them... keeping an eye on their friend circle... and also what do they watch on TV and internet...

Do you have any suggestions.. please do share them... and let it be an eye opener.. on this aspect...

We all know that the kids are going to be the future & if we don't shape their future properly - how will they make the future better for themselves and their fellow beings..

Revisiting Simple Mushroom Sauce..

2011-09-16T22:12:00.001+08:00

I had published blog on Simple-Mushroom-Sauce in August of 2008.. and this has been the largest hit page on my blog..

The only flip side to this post is that lot of people do view the page but hardly any have left feedback after they have made the sauce... :( well hope people do give some encouragement..

I made the sauce today and my both sons gave a double thumbs up to the sauce.. well the younger one was pouncing to have a nibble at the pasta which had the sauce on it....

Happy cooking...

Vegetarian - Eggless cakes in Kuala Lumpur

2011-09-14T12:24:00.001+08:00

Eggless Cakes, Vegetarian Baking, Vege Food, Egg Free Products Vege Cakes and Vege Confectioneries / Vege Cakes, Its for ALL

Yes you are reading it correct....

We had our son's birthday a few weeks back and we were celebrating his birthday with another friend of his who is vegetarian and needed us to buy Eggless cake.

We searched over the internet and came across - http://binaaz.com/v2/

The cake below is one of the latest we ordered for our 2nd son's who is turning 6 months today.. isn't it wonderful.... well not just by the looks but the taste is really awesome and worth trying for even for the non-vegies.. who might prefer egg cakes...as a change......

Indian Government totally online(Most Useful)

2011-09-12T11:09:00.000+08:00

Qualities Essential for an Effective Sales Person

2011-08-11T12:48:00.000+08:00

I found this very interesting and thought provoking article on:

http://blog.commlabindia.com/elearning/effective-salesperson-qualities

Everyone has come across a sales person at some point or the other and might have wondered how these sales people manage to convert a new prospect into a loyal customer. Sales is an important function and a sales person plays a key role in bringing revenues to the organization. In doing so, sales people always exhibit a number of exceptional qualities and characteristics but they may not always be aware of what really needs to be focused on and improved.

A sales job is a tough task because it involves a lot of skills. Apart from having thorough knowledge about their products and services, sales person need to focus on other qualities too. These qualities differentiate them from the other sales people.

Let’s look at the qualities necessary for any good salesperson to start laying down the foundation for his/her success.

Only a good listener can be a good sales person. Good listening will help the sales person to find out the customer’s needs and wants and make an appropriate sale. This quality of a sales person also brings a change in customers’ behavior resulting in a good relationship. Listening constitutes 40% of a good salesman’s qualities.

Besides being a good listener, a sales person should also possess the ability tocommunicate. Selling is always a two-way communication process and the success of a sales person depends on his presentation skills. He/she should possess a controlled voice and a good command over the language. He/she should be clear of what he/she wants to communicate to his/her client or customer. This skill is very important if you are learning how to be an effective sales person.

A sales person needs to be persistent and have a positive attitude. He/she should have the attitude of never giving up something easily. He/she should understand that a sales job is not an easy task and be prepared for it. The world is changing at an ever increasing pace and sales people in order to meet their goals should be open-minded to accept these changes and keep learning.

A sales person should be a sincere and honest person. He should not cheat the customer for his own benefit or just to make a sale. He should always try to understand the customer’s requirements and give him the best. This quality of a sales person can help him to establish a good relationship with the prospect, which will draw the prospect to become the customer. A good sales person is one who does not hide any truth that can prove detrimental to his customers.

A person can become a good sales person if he possesses a high level of ego drive. Ego drive is the measurement of how fast you can recover after getting rejected. It is just a part of the job of a salesperson. Good salespeople cannot afford to think that they should be liked by everyone. They should have the ability to learn from their mistakes and move on quickly from failures.

Selling is an art and it requires a sales person to be energetic and enthusiastic. Sometimes, it helps if he/she is be a fun-loving person and a little entertaining. Because the ultimate aim of any sales person is to make a sale, people with this kind of quality can easily gain the prospect’s attention.

A sales person should have a lot of patience to succeed. As a part of his work, a sales person will have to explain the entire process or product to a prospect and end it with a placement of the order. He should be pleasant and patient while taking a prospect through all these stages. A person can never be an effective sales person if he doesn’t have the patience for it.

Does every sales person possess all these qualities? Not likely. But it is very important to know what is needed and what one should work on – to identify one’s weaknesses and develop them into strengths. Every situation a sales person comes across needs a different kind of approach to win. The list of desired qualities stated here can just be a check list that may be useful to review your own skill-set.

Fast Takeaways

2011-08-09T15:20:00.000+08:00

Another learning mail from Robin Sharma

Here are some of the fast takeaways from this trip across multiple time zones:

1. Every moment in front of another human being is an OPPORTUNITY to express your highest values and best self.

2. No matter where you go, people treat you the way you treat them.

3. No work is unimportant work. Even the most seemingly insignificant job is a chance to show us your creativity and make a contribution.

4. "Perfect Moments" can happen in the least likely of places.

5. Mastery Matters.

6. If you're not lifting others up, you're bringing others down.

7. This time is the BEST time for each of us to show our leadership+virtuosity+humanity.

8. We each have the responsibility to Lead Without a Title and do our part to build a better world through world-class work and stepping into our best selves.

Keep Leading Without A Title.

From A School Principal's speech at a graduation...Good one !!

2011-08-04T13:45:00.000+08:00

From A School Principal's speech at a graduation...Good one !!

He said "Doctor wants his child to become a doctor......... Engineer wants his child to become engineer...... Businessman wants his ward to become CEO..... BUT a teacher also wants his child to become one of them..!!!! Nobody wants to become a teacher BY CHOICE" ....Very sad but that's the truth.....!!! The dinner guests were sitting around the table discussing life. One man, a CEO, decided to explain the problem with education. He argued, "What's a kid going to learn from someone who decided his best option in life was to become a teacher?" To stress his point he said to another guest; "You're a teacher, Bonnie. Be honest. What do you make?" Teacher Bonnie, who had a reputation for honesty and frankness replied, "You want to know what I make? (She paused for a second, then began...) "Well, I make kids work harder than they ever thought they could. I make a C+ feel like the Congressional Medal of Honor winner. I make kids sit through 40 minutes of class time when their parents can't make them sit for 5 min. without an I Pod, Game Cube or movie rental. You want to know what I make? (She paused again and looked at each and every person at the table) I make kids wonder. I make them question. I make them apologize and mean it. I make them have respect and take responsibility for their actions. I teach them how to write and then I make them write. Keyboarding isn't everything. I make them read, read, read. I make them show all their work in math. They use their God given brain, not the man-made calculator. I make my students from other countries learn everything they need to know about English while preserving their unique cultural identity. I make my classroom a place where all my students feel safe. Finally, I make them understand that if they use the gifts they were given, work hard, and follow their hearts, they can succeed in life ( Bonnie paused one last time and then continued.) Then, when people try to judge me by what I make, with me knowing money isn't everything, I can hold my head up high and pay no attention because they are ignorant. You want to know what I make? I MAKE A DIFFERENCE IN ALL YOUR LIVES,EDUCATING KIDS AND PREPARING THEM TO BECOME CEO's ,AND DOCTORS AND ENGINEERS.......... What do you make Mr. CEO? His jaw dropped; he went silent.
THIS IS WORTH SENDING TO EVERY TEACHER & CEO, EVERY PERSON YOU KNOW. Even all personal teachers like mother, father, brother, sister, coach and spiritual leader/teacher.

Slow Down Culture...

2011-07-27T13:59:00.002+08:00

One of email messages that came as forwarded message….

PLEASE DO READ THIS ... IT'S A BIT LONG BUT AFTER READING THIS YOU MIGHT FIND OUT TIME FOR EVERYTHING...
For all of us who think we don't have enough time to do things we like, cause of our hectic schedule!!
An interesting reflection: Slow Down Culture

It's been 18 years since I joined Volvo, a Swedish company. Working for them has proven to be an interesting experience. Any project here takes 2 years to be finalized, even if the idea is simple and brilliant. It's a rule.

Globalized processes have caused in us (all over the world) a general sense of searching for immediate results. Therefore, we have come to possess a need to see immediate results. This contrasts greatly with the slow movements of the Swedish. They, on the other hand, debate, debate, debate, hold x quantity of meetings and work with a slowdown scheme. At the end, this always yields better results.

Said in another words:
1. Sweden is about the size of San Pablo, a state in Brazil.
2. Sweden has 2 million inhabitants.
3. Stockholm has 500,000 people.
4. Volvo, Escania, Ericsson, Electrolux, Nokia are some of its renowned companies. Volvo supplies the NASA.

The first time I was in Sweden, one of my colleagues picked me up at the hotel every morning. It was September, bit cold and snowy. We would arrive early at the company and he would park far away from the entrance (2000 employees drive their car to work). The first day, I didn't say anything, either the second or third. One morning I asked, "Do you have a fixed parking space? I've noticed we park far from the entrance even when there are no other cars in the lot." To which he replied, "Since we're here early we'll have time to walk, and whoever gets in late will be late and need a place closer to the door. Don't you think? Imagine my face.

Nowadays, there's a movement in Europe name Slow Food. This movement establishes that people should eat and drink slowly, with enough time to taste their food, spend time with the family, friends, without rushing. Slow Food is against its counterpart: the spirit of Fast Food and what it stands for as a lifestyle. Slow Food is the basis for a bigger movement called Slow Europe, as mentioned by Business Week.

Basically, the movement questions the sense of "hurry" and "craziness" generated by globalization, fueled by the desire of "having in quantity" (life status) versus "having with quality", "life quality" or the "quality of being". French people, even though they work 35 hours per week, are more productive than Americans or British. Germans have established 28.8 hour workweeks and have seen their productivity been driven up by 20%. This slow attitude has brought forth the US's attention, pupils of the fast and the "do it now!"

This no-rush attitude doesn't represent doing less or having a lower productivity. It means working and doing things with greater quality, productivity, perfection, with attention to detail and less stress. It means reestablishing family values, friends, free and leisure time. Taking the "now", present and concrete, versus the "global", undefined and anonymous. It means taking humans' essential values, the simplicity of living.

It stands for a less coercive work environment, more happy, lighter and more productive where humans enjoy doing what they know best how to do. It's time to stop and think on how companies need to develop serious quality with no-rush that will increase productivity and the quality of products and services, without losing the essence of spirit.

In the movie, Scent of a Woman, there's a scene where Al Pacino asks a girl to dance and she replies, "I can't, my boyfriend will be here any minute now". To which Al responds, "A life is lived in an instant". Then they dance to a tango.

Many of us live our lives running behind time, but we only reach it when we die of a heart attack or in a car accident rushing to be on time. Others are so anxious of living the future that they forget to live the present, which is the only time that truly exists. We all have equal time throughout the world. No one has more or less. The difference lies in how each one of us does with our time. We need to live each moment. As John Lennon said, "Life is what happens to you while you're busy making other plans".

Congratulations for reading till the end of this message. There are many who will have stopped in the middle so as not to waste time in this globalized world.

Vacancies - Creative department - Pune India

2011-07-21T19:28:00.000+08:00

Hi Friends,

The following vacancies are available in the Creative department with one of my friends firm in Pune, India. Please refer your friends and acquaintances.

For more details you can visit: www.auryn.com

________________________________________________________________________

Mid level UI designer- 1 nos

Job description:

You will have to create designs that match the taste and trends of each specific brief given, at the same time provide creative design solutions to many of the projects as a part of the creative team.
Innovatively design User Interface for Ipad apps, mobile applications, design icons, buttons and templates, layouts of the apps, cover page of apps and storyboard design.

Criteria:

Graduate or PG in fine arts, Commercial Arts/ Applied Arts, not mandatory if you have very good design and visualization skills with great esthetical sense.
Extensive and hands on experience in Corel, Illustrator, Photoshop, Flash.
2- 4 years experience working in similar role, exposure to working on international projects will be an added advantage.
Experience of working on projects in content & design development for I pad Apps, Mobile user interface, e-learning and any other interactive software applications will be preferred.
Knowledge of 2d and 3d animation is an added advantage.
Ability to work closely with creative team, understand the user requirements and provide effective solutions.
Ensure very high quality output as per international standards and work under tight deadlines.
Should be well versed with the latest trends in e learning, web & graphic media and efficient in using popular tools to create designs.
Think creatively and crystallize requirements and ideas into exceptional and effective designs
Good communication skill is a must.
Somebody who loves the excitement of being innovative rather than following directions, and is constantly innovating to create stunning interfaces which defines high level of usability.

QB artists- 2 nos

Job description:

You will have to create designs that match the taste and trends of each specific brief given, at the same time provide creative design solutions to many of the projects as a part of the creative team.
Produce Innovative graphic designs for Ipad apps and mobile applications.
Produce photoshop related work such as cutting, pasting, colouring and stamping in extreme level of details.

Criteria:

BA in Graphic Design, Advertising, Art, or Communication Design preferred
Extreme level of Photoshop skill is a must.
Demonstrated proficiency with knowledge of design and presentation software packages such as Illustrator, Flash, Corel Draw etc.
2- 3 years experience working in similar role, exposure to working on international projects will be an added advantage.
Excellent color sense and visualization skills
Good communication skills
Knowledge of 2d and 3d animation is an added advantage.
Ability to work under tight timelines
Initiative and the ability to maintain a high level of productivity with minimal supervision.

Mid Level Animator- 1 nos

Job description:

You will be working in a company who is being constantly producing high level apps for I-pad. It will require animation in 2d classical, flash, Photoshop, 3d and sometimes in some other media depending on the creative decision.
Should have skills to draw key poses and in betweens for classical animation in small clips, for I pad apps and mobile applications.
Guide the coloring team throughout the production and work side by side the animation director of the project.
Ensure very high quality output as per international standards and work under tight deadlines.
You will have the opportunity to be flexible and work in various animation mediums like 2d classical, 3d, flash and Photoshop.

Criteria:

Degree, diploma specialized in 2d classical animation with knowledge of 3d.
2- 3 years of experience working in similar role, exposure to working on I-pad and mobile applications will be an extra advantage.
Ability to adapt and work on the various medium like 3d preferably in Maya, 2d frame by frame, or any other media like Flash, can animate even in Photoshop.
Should have good artistic skills like illustration and painting either in digital or paper.
High level Knowledge in Photoshop is a must.
Good Communication Skills and a Team player.
Very much consistent in productivity and delivery.

3D Generalist – 3 No.s

Job Description

Should be able to basic level modeling and rigging
Competent in creating high quality textures
Reasonable ability in 3D Animation, 2D animation and cutout animation
Ability to composite scenes.
Understand the requirements of the creative team and provide technical solutions
Ability to adapt into new production techniques without a big learning curve and share the workload with the team leads.

Criteria

Dip/degree in fine/commercial art
2 plus years’ experience preferably in similar small studio were people are generally multi-task
Good knowledge in maya, photshop, Adobe AE
Some experience in animation/rigging is an advantage.
Working knowledge in Adobe premier and soundforge
Good communication skills
Proactive, good team player

RULES FOR MORE EFFECTIVE MEETINGS

2011-07-01T03:57:00.001+08:00

This is a nice summary of the issues with corporate meetings.

Unfortunately, too many corporate meetings don’t go this well. Often, they are a complete waste of time. But the good news is that they can be substantially improved by observing a few simple rules. Here is my list of seven rules for more effective meetings.

Establish hard edges. Good meetings start and end on time. When you start late, you inadvertently penalize the punctual and reward the tardy. This only make the problem worse rather than better. People get “trained” to come late because they know nothing significant will happen until well after the announced start time.
When you finish late, you also frustrate participants. People are busy. Meetings that finish late cascade into other meetings which must then also start late. Instead, we have to be as disciplined about our ending times as our beginning times. It’s amazing how much you can cover if you know you absolutely must finish on time.
Create an agenda. I don’t think any meeting should proceed without an agenda. If it’s not important enough to create a written agenda, then it’s not important enough to attend. Leaders must set the example here.
They need to think about the topics to be covered and how the meeting should flow. I always like to start the meeting with a review of the minutes from the previous meeting (more about this in a minute). I like to end every meeting with two items: a review of the agreed-upon action items and setting—or confirming—the date for the next meeting. Agendas should always be circulated in advance of the meeting, so that people know what to expect and how to prepare.
State the desired outcome. If you are the leader, it is important to know exactly what outcome you want from the meeting. If you don’t know where you are going, how will you know when you have arrived?
I would suggest that you state the desired outcome in the meeting invitation and then re-state it as you begin the meeting. For example, “the purpose of our meeting is to report on the results of our latest market research and give you a chance to ask questions.” Or “the purpose of our meeting is to evaluate prospective titles for Don Miller’s new book and determine which one we are going to recommend to the author.” Or “the purpose of or meeting is review the company’s Q3 operating results and provide a progress report on our five strategic initiatives.”
By stating the outcome, the participants can work together to achieve it and keep the meeting from wandering off-track.
Review the minutes and action items. The first thing I do in any meeting is to review the minutes and action items from the previous meeting. This gives the participants context and gives those that were absent an opportunity to get up-to-speed.
You also want to get a progress report on each action item from the person responsible for it. If you make a habit of always doing this, people will soon learn that you expect them to complete their assignments. If they have to give an account in front of their peers, so much the better. This may give them the added “incentive” to complete their assignments, so that they are not embarrassed in front of their colleagues.
Take written minutes. Someone should take minutes, even if the meeting only has two participants. However, detailed notes that chronicle the discussion as it unfolds are usually—in fact, almost always—unnecessary. In most meetings, recording the key decisions and action items are sufficient.
You want to document decisions, so there is no misunderstanding later. You want to document action items, so that you can hold people accountable and track progress. Beyond that, you’re probably just engaging in busy work. You should distribute minutes as soon after the meeting as possible, so that participants can review the key items while they are fresh in their memory as well as review what is expected of them.
Clarify action items. At the end of the meeting, the person recording the minutes should read off the action items. It is particularly important that these be stated in a specific format.
- Start each action item with a verb. For example, “Review Milford contract with the agent” or “Call Jim and get latest turnover figures.”
- Specify the deliverable. What exactly do you expect the person completing the action to do. It must be an observable behavior with a specific end-point. It may be a phone call, a written report, or a presentation. It should not be a process.
- Assign a single owner to each action. No action should have more than one owner. You want one person to blame if the action isn’t completed.
- Agree on a due date. Get a commitment from the person responsible. Be realistic but put it in writing. This is a commitment and should be treated as such.
Determine the next meeting date. This is easy to do when everyone is together. Everyone should be encouraged to bring their calendar to the meeting (or their iPad, iPhone, or Blackberry).
If the meeting disperses without setting the next date, it makes it that much harder to schedule the next meeting. Take advantage of everyone being in one place to get this settled. It’s one less thing you have to do later.

Improving the quality of meetings takes work. Every once in a while we need to step back from the meeting itself and ask, “How can we make our time together more productive?” We need to be honest. Meetings consume a lot of resources. The more efficient they are, the better the return on our investment.

Singapore Third Most Popular Expat Location

2011-06-30T08:59:00.001+08:00

Interesting article :

By: Lee Xieli, Singapore

EXPATRIATION RELOCATION

Singapore – Singapore has risen to be the third most popular destination companies relocate their expatriates to globally over the past five years.

According to new data from global relocation services provider Cartus Corporation, the city leaped from seventh place in 2006 to third on the list of top 25 expat destinations last year. The 139% increase in relocation volume to Singapore within the past five years has placed the country just after the US and the UK, which are still the largest markets for international assignments.

A separate report by ECA last year found that Singapore was the most desirable Asian country for expatriate postings for the 11th year running. The city was also the fifth most expensive city to live in globally.

Lee Quane, regional director for ECA Asia, is confident that companies will continue to choose Singapore as the ideal location for expats because of its high quality of living.

Kenneth Kwek, head of Cartus’ Asia Pacific operations, added that Singapore’s high ranking is “no surprise” as the city has a reputation for attracting foreign investors, companies and professionals. “Schooling and health care have always been key factors that our assignees and their families find attractive about Singapore.”

The data which is compiled every five years also showed that top 10 relocation destinations have remained relatively consistent since 2006, despite the changing economic landscape.

Regionally, China remained at fourth spot and India jumped from ninth place in 2006 to sixth. A 77% international relocation volume increase moved Hong Kong from 11th to eighth place while Japan slipped three places to ninth last year.

Meanwhile, a few new locations have begun climbing the rankings as more companies start sending employees to “non-traditional relocation markets”. Among the countries whose relocation volume more than doubled are United Arab Emirates and Brazil at 13th and 14th positions.

Kwek said, "Companies will need to be well informed and positioned to take advantage of a broader array of countries, regions and cultures than ever before."

Top 10 in Cartus' rankings of top 25 relocation destinations last year (2006 ranking in brackets):

1. United States (1)

2. United Kingdom (2)

3. Singapore (7)

4. China (3)

5. Switzerland (4)

6. India (9)

7. Germany (5)

8. Hong Kong (11)

9. Japan (6)

10. Canada (8)

HR Falls Short At Recognising Staff

2011-06-28T16:24:00.000+08:00

This is another pertinent and interesting article I came across.

While HR leaders expect employee engagement to be a key challenge, they lack effective approaches to track engagement levels and the returns of staff recognition initiatives.

According to the Employee Recognition Tracker Survey 2011, nearly all 745 HR leaders (99%) polled agree that employee engagement will be a vital challenge in the next three to five years.

Yet, an alarming 71% of these HR leaders only track engagement levels through exit interviews, suggesting that engagement issues only surface when employees leave the firm. Some 65% linked engagement levels to staff retention rates.

Similarly, only 37% align employee recognition programmes to their corporate values, while 43% of HR practitioners reward staff based on performance linked to the firm's financial targets. Such low percentages are indicative of companies failing to implement strategic recognition schemes that can drive performance and manage the firm's culture.

More than two thirds (69%) of HR leaders are convinced that their employees are dissatisfied with the recognition they receive at work, with 54% thinking that their managers and supervisors are ineffective in rewarding and appreciating employees.

Perhaps more appalling would be that a third of CEOs do not invest any time at all on recognition schemes. One key reason would be that almost half of HR respondents (49%) track their schemes by unit or department, which makes it tedious for senior management to get a comprehensive company-wide overview of recognition efforts.

Evaluating the success of their recognition schemes also proved to be elusive and difficult, with 87% of HR respondents failing to track the returns of investments (ROI) on their programmes.

HR leaders listed inconsistent metrics and the poor alignment of recognition schemes with other talent or performance management structures as top challenges behind measuring ROI (32%).

Over one-fifth of leaders (22%) also said their current recognition programme is "not designed to deliver improvement in metrics" that the executive leadership finds valuable.

Eric Mosely, CEO of Globoforce, said, "Measuring recognition adds a level of accountability for all employees, and is ultimately how behaviours change and culture is managed."

He added, "It's also how today's HR leaders can gain the much-needed support and investment from senior management for strategic engagement and recognition programmes."

The survey was conducted by employee recognition solutions provider Globoforce and the Society for Human Resource Management (SHRM) earlier in May this year.

Job Vacancies with the Largest Chilcare & Preschool

2011-06-28T15:58:00.000+08:00

The largest and a state-of art Childcare Centre and Preschool

is opening in September 2011.

We are inviting dynamic, highly motivated and career orientated candidates to join the team:

Teachers

· Candidate should possess a Diploma in Early Years Education or equivalent

Assistant Teachers

· Candidate should possess at least SPM/"O" Level

For Position 1 & 2 – Graduates including those in nursing discipline and experience teachers are also encouraged to apply. Intensive training will be provided.

Finance Executive

· Candidate should possess at least a Diploma in Accounting /LCCI/ Finance or its equivalent

· Minimum 2 years of experience in the related field

Administrator

· Candidate should possess at least a Diploma or its equivalent

· Minimum 3 years of experience in handling administrative functions

Centre Nurse

· Candidate should possess at least a Diploma or equivalent qualification in nursing

· Must be a registered nurse with the Malaysian Board of Nursing

Interested applicants are invited to submit your resume to shazee77@yahoo.com or contact (Sha) at 03-20932586 (8am-4pm) for an immediate interview.

Those who are expats its a MUST to have a working permit.

Jobs - need ASP.Net, SQL Server, Java Script, Ajax, jQuery.

2011-06-13T12:20:00.000+08:00

Hello there... IT folks seeking for Job opportunities...

One of my friend is looking for permanent contract staff for the above mentioned skills..

Job location: Cyberjaya, Malaysia.

Please don't hesitate to directly connect with :

Mohandeep Singh

Soft Solvers Technologies

deep@softsolvers.com.my

Please mention the subject in the email as the title... of this email..

A Spaceship-Shaped, 12K Capacity Building As Our New Apple Campus

2011-06-08T20:01:00.000+08:00

This article was published...on TechCrunch...

After having a banner WWDC start yesterday, Apple founder and CEO Steve Jobs humblypresented his idea for a new Apple campus at the Cupertino City Council today. Jobs wants to build one building that will hold 12,000 Apple employees on a former Hewlett-Packard property in the area between Tantau North Wolfe, Homestead and the 280 freeway.”It’s a little like a spaceship landed,” Jobs says. No kidding.

Jobs began the presentation referring to the fact that Apple is growing “like a weed,” and that its current campus at D’Anza and the 280 isn’t enough — fitting only about 2,800 people. Apple currently rents buildings to house its other 6,700 employees in the area. The new building will augment the current campus.

Paving the way for these plans, Apple purchased about 100 acres from Hewlett Packard in 2010 and added them to the 50 it owns adjacent. Jobs says he has corralled “some great architects … some of the best in the world” to come up with a design that will house 12,000 people in one four story high building on the property. The area is now mainly apricot orchards.

With the futuristic design Apple apparently is relying heavily on its experience building retail stores, and it will be creating one massive piece of curved glass if the proposal goes through. “There’s not a single straight piece of glass in this building,” Jobs says. The parking will be underground.

Jobs also wants the building to function as its own power source, with an “energy center” as its primary source of power (“with natural gas and other ways that are cleaner and cheaper”), using the grid as a backup.

The campus will include amenities like its own auditorium similar to Apple’s current Town Hall (“We’ve got an auditorium, cause we put on presentations, much like we did yesterday but we have to go to San Francisco to do them.”) and a cafeteria that will feed 3,000 people at one sitting.

“We do have a shot at building the best office building in the world,” Jobs told the Council members, “Architecture students will come here to see this.” Ideally Apple wants to move into the campus in 2015.

The individual members of the Cupertino City Council seemed like they were in awe the entire time the infamously charismatic Apple CEO spoke (which isn’t surprising), asking Jobs for free Wifi and iPads for constituents as well as for an Apple store that’s actually in Cupertino and not in the Valley or Los Gatos. Jobs shyly responded to the requests, “I think we bring a lot more than free Wifi.”

Key facts about the new Apple campus:

Design will include a courtyard in the middle and curved glass all the way around.
Jobs is planning on transforming an area that’s 20% landscaping to 80% landscaping by putting most of the building’s parking underground.
There are 3,700 trees in the area at the moment, Jobs has hired an arborist from Stanford to take the area up to 6,000 trees.
The plan is to build a four-story high building and four-story parking structure.
The campus will incude an energy center, and natural gas will be the primary source of power, using the grid as backup.
There will be an auditorium, fitness center and some R & D buildings.
Jobs plans a 40% increase in Apple employees going from 9,500 today to 13, 000 in 2015.
He wants to increase the campus’ space 20% from 2.6 million to 3.1 million square feet.
Landscaping will increase 60% from 3,700 to 6,000.
Surface parking will decrease 90% from 9,800 to 1,200 .
The building footprint will decrease 30% from 1.4 million to 1 million.
Cafeterias will fit 3,000 people at a sitting.
The whole building will be designed with the utmost concern for employee safety.
Apple currently has 20 buses running on bio-diesel fuel for its employees and Jobs thinks that system will work well with the new campus.
The plan for the new design will submitted asap, and Jobs hopes to break ground next year and move in 2015.

Employees Uncomfortable Talking To Bosses

2011-06-02T16:18:00.001+08:00

Quite an interesting article..

This was published under Human Resources Online:

By: Lee Xieli, Singapore

WORKPLACE COMMUNICATION

US – The lack of effective communication between senior management and their workforce has resulted in employees feeling uncomfortable in sharing their ideas on innovation with bosses.

According to the first Workplace Communications Impact Survey of 1,168 employees by Yammer, companies still have a long way to go in improving their internal communication and collaboration programmes. Only 8% of respondents said their company is extremely effective at sharing business goals, timelines and plans internally.

A majority added that they felt uncomfortable sharing ideas or feedback with their managers or senior-ranking executives. Yet three in five employees were comfortable sharing ideas and feedback with their peers or colleagues.

Worryingly, respondents preferred using emails (74%) and phone (61%) to communicate with their bosses even though it was difficult to work effectively with these methods. Only 31% will schedule face-to-face meetings and 53% will engage in unplanned conversations.

Slightly more than a third said the lack of communication has a significant impact on their work productivity as they do not feel valued by their employer. Three in 10 felt they do not have all the information needed to do their jobs well while long, ineffective meetings are another drain on productivity for 22%.

Furthermore, close to a fifth said their companies are poor at recognising and rewarding employees who come up with ideas on improving the organisation. Only 8% felt their suggestions for innovation were being recognised.

The lack of connection between bosses and their teams may result in the differences in the level of respect respondents have for the people they work with. More than half said they respect their co-workers while only 39% respect their managers. Respondents also deemed their peers (29%) as better mentors than their bosses (19%).

“It is clear that fostering a sense of community among co-workers is key to success,” David Sacks, CEO of business social networking tool Yammer, said. “But even more so is providing managers a chance to interact with their employees on a daily basis and build more of an open, authentic connection.”

When Silence Haunts The Workplace

2011-05-06T14:30:00.000+08:00

Found this another very interesting article..

When Silence Haunts The Workplace

By: Lee Xieli, Singapore

Published: 23 hours 20 min ago

ORGANISATIONAL CULTURE

Singapore - When employees choose to remain quiet out of fear or for the wrong reasons, the silence can lead to disastrous outcomes for the organisation.

With Asians renowned for being more reserved than other cultures, an unwillingness to encourage employees to address issues out loud can lead to a breakdown in the company.

When Yee Ping Yi came onboard as CEO of CPF Board in January this year, he asked the HR function for the government agency to organise a series of chats with employees.

Derek Tan, chief human resource officer at CPF Board, said Yee then would sit in and "just listen" to the employees without any HR representative present. While Tan was initially worried about the silence, he realised the CEO was setting the tone for the organisation's senior management.

Speaking at an event organised by consulting firm True North Leadership Asia yesterday, Tan said "his silence speaks volume". His leadership style has helped shift the way managers hold meetings with their teams in the company.

According to Tan, listening to employees is twice as important when you're a leader because if no one dares to speak up, it means they deem the corporate culture unsafe.

Neo Boon Sim, director of HR development division in Monetary Authority of Singapore (MAS), concurs. He further highlights the "importance of breaking the silence and encouraging a culture of openness within the organisation".

"I don't think we have a big problem [at MAS] in the sense that people don't dare to speak up or there is a culture of fear," Neo said. "We might have that sort of environment in the past but it was about 15 years ago during the previous management style."

MAS has since then deliberately moved away from that. The HR function at MAS has been conducting in-house "Generative conversations" training programmes for every level of the organisation for the past three years. Neo said the training is designed to "help people break gridlocks in meetings and help them see each other's perspective".

A "Silence Fails: The Five Crucial Conversations for Flawless Execution" study conducted by VitalSmarts and The Concours Group found that a lack of "crucial conversations" can result in a 85% failure rate for projects. There have also been instances where team members refuse to speak up when they run into issues. More than half had employees who rather wait for someone else to broach the subject.

It found that leaders who conduct effective discussions are 50% to 70% more likely to achieve their projects objectives - within budget, on schedule, meeting quality standards and with intact team morale.

Yet those who do run into problems do not confront or resolve them. Out of half who do so, only 17% were able to air their concerns. The survey found that many managers (88%) lack the skills to provide leadership, political clout, time, or energy to see a project through to completion.

Five Tips For Retaining Top Sales Staff

2011-04-28T18:44:00.002+08:00

I found this very interesting article talking about retaining top staff - sales - but I guess this maybe applicable for other areas of work as well...

RETENTION

Singapore - How much does it cost to lose a high performing employee? When you take into account their salary, benefits, orientation, training, and administration, it can be very costly.

How much does it cost to lose a top sales professional? When you add up the potential lost revenue, market share and profitability the individual can bring in on top of the usual expenses, the costs - including turnover and rehiring - could be immeasurable.

Tom Abbott, sales manager and trainer at Soho Sales Coaching, shares five tips to help HR professionals retain sales professionals:

Having strong sales leaders

Sales professionals are looking to their managers for guidance, direction, and leadership. What is the vision for the department or organisation? What are the objectives as far as sales volume, sales revenue, profitability, return-on-investment, market penetration, and market share?

Leaders must share their vision with their teams and encourage them to contribute so they can take ownership of the organisational vision. Great sales leaders focus on the "what" (vision and objectives) and leave the "how" (tactics and implementation) to their sales teams.

Improving compensation plans

When it comes to establishing compensation plans, most organisations look at either fixed salary, commission, or combination plans. Sometimes it helps to differentiate between existing accounts and new accounts. It's important to compare the value of each sales dollar produced from existing accounts to new accounts. You can also look at the effort needed to maintain existing customers versus acquiring new customers.

Organisations are beginning to move away from fixed prize giveaways and gift cards, and moving toward online points-based compensation and incentives catalogues. These catalogues could include tickets to concerts and sporting events, travel packages and even products on commerce websites.

Investing in professional development

While all sales professionals must be oriented with your products and services, you may consider providing further development activities to those who have been with you at least one year. These individuals tend to be highly motivated top performers who want to learn.

You could invest by encouraging them to use your products and services, going on plant tours to see how the products they are selling are being produced, talking to teams from other departments. It also pays to let them listen to customer feedback, read trade and technical publications, as well as go for internal and external sales training.

Assessing productivity and profitability

Sales professionals want to be assessed according to clearly defined objectives. Performance can be measured by incorporating quantitative and qualitative criteria.

Quantitative criteria include: sales volume in dollars or units, growth over previous years, new accounts, and profitability. Qualitative criteria includes: attitude, product knowledge, communication skills, customer feedback, selling skills, and personal initiative.

Automating your sales force

Sales force automation (SFA) and customer relationship management (CRM) software helps your sales professionals track information such as: number of calls per day, time spent per contact, revenue per call, cost per call, ratio of orders to calls, number of new customers per period, and number of lost customers per period.

SFA and CRM tools are easy-to-use and provide a real-time view of sales performance and compensation. In addition, they can provide calculations of projected commissions from converting leads to opportunities. Compensation management software and commission tracking software can also integrate with CRM tools such as Microsoft Dynamics, Oracle and Salesforce.com. These tools are much more versatile than spreadsheets for organising information and help to further incentivise sales professionals.

All about Dynamic Views for Readers - Blogger Help

2011-04-28T18:41:00.000+08:00

All about Dynamic Views for Readers - Blogger Help