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Most managers conduct job interviews without any structure or strategy or method. ?I am also guilty of this on many occasions because I felt it was going to be quite easy to assess the job applicants. ?Now I know that I was wrong. Without a strategy and methodology, you end up selecting a person chicago cubs white home jersey based on an overall impression and intuition chicago cubs white home jersey rather than a diligent scrutiny of the applicant's abilities and potential. This can often lead to the wrong person in the job. So how does one ensure better selection?

Well, there are no guarantees of course but here are 5 things you can do to ensure the odds are tilted in your favor. …

1? Write down your Questions Beforehand

Without prepared questions, you are almost certainly going to forget some things you wanted to enquire chicago cubs white home jersey about from the job seeker . You are also likely to deviate from your agenda based ?on how the conversation flows. Thinking about questions during the interview is Ok but it isn't a substitute for a prepared list.

2- Probe Technical, Functional and Personal Areas

You must make it a point to address all these three following areas in your questioning:

Technical:??these will be skills related to the work domain and?expressed as nouns?such as finance, sales, operations etc

Functional:??these will be typically people handling skills and?expressed as verbs?such as organizing, planning, communicating, delegating etc

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chicago cubs jersey -

Security Companies in Los Angeles have to master many logistical, organizational and human capital related challenges in order to provide excellent security guard services to a diverse client base with high expectations. Los Angeles is geographically challenging, because of its vast territory and the traffic that is involved to get to the different locations a company provides security to. Field supervisors and patrol officers must often drive hundreds of miles per day to visit all the locations they are responsible for. That makes holding security officers responsible and accountable challenging and costly. In terms of human capital many businesses require security guards to speak certain languages, because their client base, their employees or both have spoken a certain language.

A security company in Los Angeles must be extremely well organized and diverse in its structure to be able to master the daily challenges. In general Los Angeles is a huge city with a high and dense population with relatively high crime rates while local law enforcement chicago cubs jersey has extremely scarce resources. Security companies face challenges from armed robbers, gang violence, vandalism, vagrants, panhandlers, thieves and other troublemakers. Sometimes they face all these challenges and risk factor at the same location, therefore security officers must be extremely well trained, disciplined and supported by field supervisors and security consultants.

I have been a security consultant for a local Los Angeles security company for a long time and I have experienced that it is extremely important to be familiar with the location and its specific challenges and risk factors. A general walk through, but also a visit of the local police department and city hall will provide essential insights and information about potential challenges and dangers security officers might be facing. Establishing a relationship with the local police department is extremely important in any case, because at some point the security officers will need support from the local police. A great relationship with the police commander will ensure faster response times and support in terms of more frequent police patrols in the area. In some cases a police commander has provided nightly visits by police officers when our security guards have worked in dangerous or remote locations.

A Los Angeles business should be cautious to choose a security chicago cubs jersey company that has established such relationships, because especially in Los Angeles a security' company's responsibility only starts with providing a well trained professional security officer. Having and establishing relationships with public security institutions will provide invaluable additional support, resources and security to a local business. An experienced security company and security consultant will be able to attract and foster such support. The security company will thus add value that will enable clients to focus on their core chicago cubs jersey business and have the peace of mind that security professionals are vigilant about their security and the security of their business.

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ryne sandberg embroidered grey road jersey -

A basic principle underlying psychology holds than an individual will pursue a goal if there is a meaningful reward attached to it. In pay systems, employers may institute reward systems to reinforce behaviors that are beneficial to the company. Accordingly, with monetary benefits to those who achieve work-related goals, management is attempting to elicit positive emotions in their employees when they achieve their goals.

Implicit in "reward" systems, however, are systems of punishment as well. Punishment in a weak sense means that one will not receive a reward if he misses the goals assigned to him; in a stronger ryne sandberg embroidered grey road jersey sense, punishment means that one will be reprimanded or even fired for under-performing according to particular standards. Negative emotions can serve as ryne sandberg embroidered grey road jersey an equally strong motivator as positive emotions. An effective reward system elicits a positive emotion when a goal is achieved and a negative emotion when it is not―both of which are motivating. However, this continues to be an oversimplification of human motivation. It is the picture painted by behaviorist assumptions.

Behaviorist psychology dominated as a scientific paradigm from roughly the 1920s to the 1960s. The behaviorists believed that psychology's responsibility is to study behavior (as opposed to thoughts, cognition, etc.), not only because it is useful to study behavior, but because there is nothing else to study. In other words, the behaviorists (and their counterparts, the positivists, in the philosophy department) did not believe in the salience of man's mind or his thoughts. Just like the presence of a buzzing bee by one's ear causes an automatic swatting motion, rewards and punishments in a financial incentive program are often expected to produce a desirable outcome automatically.

The problem with this assumption, applied to workplace psychology generally, is that rewards and punishments (and the ryne sandberg embroidered grey road jersey emotions that result from them) define the goal, but do not specify the action that leads toward its achievement. Emotions are not guides toward selecting this action; rather, they only indicate subconsciously whether one is getting closer toward its achievement (and a positive emotional outcome). What is necessary in between the goal and the action is a cognitive, rational process―something that does not fit into the behaviorist framework.

The institution of reward/punishment systems in the workplace is only useful if employees are able to select appropriate actions. In this case, appropriateness is a quality determined by the context and the objective facts of reality. Context-sensitive thinking leads to innovative, practical solutions; solutions lead to the satisfaction of goals; the satisfaction of goals produces positive emotions. On this model, it is thinking and cognition at the beginning of the causal chain, not emotional impulses.

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ryne sandberg embroidered jersey -

In a competitive market, finding ways to increase the productivity of one's staff is a major challenge for managers. A company's staff members are, in almost every case, its most valuable resource and, through their wages and overheads, its biggest pressure on costs. Any increase in productivity will have a positive effect on the company's profit margin. There are two key strategy areas for managers to help their staff to become more productive: management and motivation.

Management
Central to managing staff in such a way that you help them to increase the organisation's productivity is ensuring that they have a clear understanding of your company's goals and objectives. This will help staff to focus their time more productively and not be side-tracked into unnecessary tasks and processes which, while they may be within the employee's comfort zone, do not actually achieve anything useful for the business.

Objectives can be communicated through the company's formal processes, such as newsletters and emails. But, in order to involve staff more fully in this process, this needs to be backed-up with team meetings and individual appraisals in order to agree and to monitor objectives.

In the case of staff who operate on a mobile basis, particularly where they are required to use a company vehicle, a vehicle tracking system can be a vital component in this process. Trackers enable the manager to ensure that individual employees are using their time productively and that the efficiency of the fleet of vehicles as a whole is optimised. A tracker also ensures employee safety.

Motivation
Different people are motivated by different factors, including financial reward, job security and satisfying work. The skilful manager, therefore, needs to have a variety of motivational tools at ryne sandberg embroidered jersey his or ryne sandberg embroidered jersey her disposal. For example, for those motivated by increasing their earning power, there needs to be a mechanism to reward outstanding performance. Whereas, for the employee who has family or care commitments ryne sandberg embroidered jersey outside work, the company should look at what flexibility it can offer to help staff achieve work/life balance.

Staff cannot operate productively in a vacuum; they must, therefore, be given the information that they need to enable them to do their job effectively and should also be consulted for their views. Good performance should be praised and, when someone falls short of expectations, this should be raised with them and ways to help them improve should be discussed.

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sandberg grey road jersey -

Big Daddy Lipscomb, the Baltimore Colts 300 pound all-pro tackle in the 1960s perceived the simple center of what was perceived to be the complex game of football. "I just wade into players," he said, "until I come to the one with the ball. Him I keep!" ? and changed the way the game was played.


Likewise, human resources, despite its complex activities, should have a fundamentally simple mission, yet it is a mission that is being neglected by many HR professionals. I call that mission the Leadership Imperative ? helping the organization recruit, retain, and develop good leaders.

Clearly, without good leaders, few organizations can thrive over the long run. What characterizes a good leader? A good leader consistently gets results ? in ethical and motivational ways. Because they interact with all business functions and usually provide education and training for those functions, human resource professionals should be focused primarily on recruiting, retaining, and developing leaders that get results. Any other focus is a footnote.

Yet working with human resource leaders in a variety of companies for the past two decades, I find that many of them are stumbling. Caught up in the tempests of downsizing, compliance demands, acquisitions, mergers, and reorganizations, they are engaged in activities that have little to do with their central mission. Ignoring or at least giving short shrift to the Leadership Imperative, they are too often viewed, especially by line leaders, as carrying out sideline endeavors.

Many HR leaders have nobody to blame for this situation but themselves. By neglecting the Imperative, they themselves have chosen to be sideline participants.

Here is a three-step action plan to get the HR function off the sidelines and into the thick of the game.

Recognize. Link. Execute.
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Before I elaborate each step, let me define leadership as it ought to be. For your misunderstanding leadership will thwart you in applying the Imperative.

The word "leadership" comes from old Norse word-root meaning "to make go." Indeed, leadership is about making things go ? making people go, making organizations go. But the misunderstanding comes in when leaders fail to understand who actually makes what go. Leaders often believe that they themselves must make things go, that if people must go from point A to point B, let's say, that they must order them to sandberg grey road jersey go. But order leadership founders today in fast-changing, highly competitive markets.

In this environment, a new kind of leadership must be cultivated ? leadership that aims not to order others to go from point A to point B ? but instead that aims to motivate them to want take the leadership in going from A to B.

That "getting others to lead others" is what leadership today should be about. And it is what we should inculcate in our clients. We must challenge them to lead, lead for results with this principle in mind, and accept sandberg grey road jersey nothing else from them but this leadership.

Furthermore, leadership today must be universal. To compete successfully in highly competitive, fast changing markets, organizations must be made up of employees who are all leaders in some way. All of us have leadership challenges thrust upon us many times daily. In the very moment that we are trying to persuade somebody to take action, we are a leader ? even if that person we are trying to persuade is our boss. Persuasion is leadership. Furthermore, the most effective way to succeed in any endeavor is to take a leadership position in that endeavor.

The Imperative applies to all employees. Whatever activities you are being challenged to carry out, make the Imperative a lens through which you view those activities. Have your clients recognize that your work on the behalf of their leadership will pay large dividends toward advancing their careers.

Recognize: Recognize that recruiting, retaining, and developing good leaders ranks with earnings growth (or with nonprofit organizations: mission) in terms of being an organizational necessity. So most of your activities must be in some way tied to the Imperative.

For instance: HR executive directors who want to develop courses for enhancing the speaking abilities of their companies' leaders often blunder in the design phase. Not recognizing the Leadership Imperative, they err by describing them as "presentation courses." Instead, if they were guided by the Imperative, they would offer courses on "leadership talks." There is a big difference between presentations and leadership talks. Presentations communicate information. Presentation courses are a dime a dozen. But leadership talks motivate people to believe in you and follow you. Leaders must speak many times daily ? to individuals or groups in a variety of settings. When you provide courses to help them learn practical ways for delivering effective talks, to have them speak better so that they can lead better, you are benefitting their job performance and their careers.

sandberg jersey

sandberg jersey -

Below are some of the most frustrating employee work habits and what you can do to prevent them:

Absenteeism and tardiness. Beyond the monetary costs associated with missed work, absences also inconvenience customers and co-workers, slow productivity, and can impact employee morale. To combat absenteeism and tardiness, create, clearly communicate, and strictly enforce a policy on attendance and punctuality. To stress the importance of regular attendance, let employees know you mean business from the get-go; this includes discussions of the issue during the pre-hire and orientation processes. And don't forget to reiterate company expectations regarding attendance to existing employees as well. To do so, consider periodically circulating the company's attendance policy and broaching the subject during staff meetings. Another effective way to ensure employees meet company expectations related to attendance is by tying it to performance. Inform employees that attendance records will be assessed annually as part of the performance review process and that excessive absenteeism will result in disciplinary action. Using work time for personal business. With the surge of technology in the workplace, employees are readily exposed to electronic communication and its ease of use. As such, some employees are tempted to spend work time emailing family and friends, shopping, or accessing social media websites such as MySpace or Facebook. To help deter employees from sandberg jersey using work time - and resources - for personal reasons, consider developing a policy on electronic monitoring. The policy should indicate under what circumstances employees may be monitored, a specific list of what company resources are subject to monitoring (i.e., telephones, email, internet, etc), and that employees should not have any reasonable expectation of privacy while on the job. Failure to work well with others. Some employees can't get a long with others, or simply prefer to work independently. While independent work may be necessary, it may also be critical for employees to work together on certain projects. To ensure employees get along and are productive when working together, consider implementing programs designed to foster teamwork. One option is the use of assessments in order to pair individuals based on personality traits that compliment one sandberg jersey another. Another option is to train managers on how to build effective teams. It's the manager's responsible to create an informal and relaxed environment which promotes the even exchange of ideas among co-workers. Taking extended breaks. Although many states require that employees be entitled to break and meal periods when working a certain number of hours per day, some abuse the privilege.Employees reporting back to work even just a few minutes after their break ends should be subject to immediate disciplinary action.A verbal warning may be all that's needed at first; however, an employee that habitually returns to work later than scheduled should be subject to more extensive discipline. Remind employees of the company's policy on break periods and make sure you strictly enforce it. Lack of communication. Failing to keep co-workers informed of important business-related issues can be a major problem and can result in fellow employees acting on incorrect information, or even worse, "spinning their wheels". To help promote the importance of communication, develop systems that require employees to keep one another informed, such as a review process in which employees must get approval before moving onto the next step or knowledge management software that requires employees log the projects they're working on, the status, and any important notes pertaining to the project. Talking on cell phones. Cell phone use in the workplace distracts co-workers and takes away from time that is supposed to be spent working. Reiterate the company's policy on cell phone use and communicate to employees that the use of cell phones during work time is strictly prohibited. This includes making calls, receiving calls, and text messaging. Negative attitudes. Employee attitudes can rub off on co-workers, and worst of all, clients and customers.To help prevent negativity from spreading like wildfire, managers need to get to the root of the problem.Employees with attitude or performance problems are often experiencing underlying issues such as family problems, financial troubles, health issues, and the like. It's important for managers to work with these employees to uncover the true cause of their actions and to set realistic goals toward improvement. If your company utilizes an Employee Assistance Program (EAP), provide the employee with contact information and inform him or her that everything discussed will remain confidential. "That's not in my job description" syndrome. Some employees may think that because a job responsibility is not specifically stated in their job description that they have the option to choose not to do it. Bluntly put, employees unwilling to do what you ask of them are guilty of insubordination. Let these employees know that a job description is only intended to provide basic guidance relating to one's job requirements and is not a full listing of all duties required of the position; consider including a statement in job descriptions that reiterates this. Also remember to update job descriptions regularly as a position grows and evolves with changing business needs. Gossip. Unfortunately, gossip is all too common in today's workplace with profound affects on productivity, morale, sandberg jersey trust, and even one's chances for career progression. When a rumor spreads, it's the supervisor's responsibility to defuse its damaging effects, meet with the parties involved, and resolve the conflict. Time wasters. Procrastination and poor time management can cause missed deadlines, shoddy work quality, and unnecessary stress - not to mention the fact that, for the company, time wasted is money wasted. To ensure employees are maximizing their time spent at work, managers need to help by setting clear expectations, assisting employees in planning and prioritizing their day, and providing guidance if needed.

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Dealing with human beings is the most difficult thing to do. Do you agree with it? If yes, just imagine the role of any human resources company. The task of these ryne grey road jersey companies is not that easy. There are several services that are offered by these companies to their clients. Firstly, let us discuss about the most important and vital service i.e staffing.

Staffing is the most important service of any human resources firm. But do you know what staffing is? It is placing the right people in the right industry and in the right job. The quality of employees makes the difference between success and failure of a company. So, the task of staffing is of great importance ryne grey road jersey and it must be performed very sincerely. Staffing includes selecting, recruiting, transferring, promoting and retiring personnel.

There are various internal and external factors that affect staffing. The external factors include labor laws, pressure from socio-political ryne grey road jersey organizations, competition, educational standards, social attitude towards work, trade unions and others whereas the internal factors include promotion policy, support from top officials and image or the company.

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SMART objectives stand for Specific, Measurable, Achievable, Realistic and Time. This means that all goals, targets and objectives must have a clear purpose and direction. They must ryne jersey meet all of these five criteria. Smart targets are a fantastic way to get a clear understanding of your goals and provide a clear pathway to meeting performance objectives.

They are also a great way to get your employees performing to the best of their ability. You can use smart goals during performance appraisals or team meetings. The objectives can either be companywide or business related objectives. Or they can even be ryne jersey specific to each individual.

For example, smart goals for the company may be things like, to increase sales by 20% over the next quarter. Or it may be to reduce employee churn by 50 percent during the next year. Smart goals that are person specific may be things like, be at work on time every day. Or, gain promotion to team leader by next February. ?It is important that the goals are also useful. Try not to fall into the trap of making goals because you feel that you should be doing something, or because you want to look better in front of your competitors.

So, taking a closer look at the smart goals theory, they are based upon making a clear plan for the coming few ryne jersey months, year or even 10 years. They are a great tool for managing your team too. Human resources managers and leaders have been using the smart goal theory for a while, with great success. People are complex and have different needs. Not everyone is motivated by the same things.

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ryne sandberg grey road jersey -

PR, or Public Relations to give it its proper name, embraces a whole multitude of sins.? But if one was asked to encapsulate the whole concept in a single sentence it would go something like this: PR is the art of managing the flow of information between a particular organisation and the wider public.

Most organisations and institutions practice PR in some form.? Presidents, Prime Ministers and politicians do it all the ryne sandberg grey road jersey time, selling you the message in the words you want to hear so that even the worst news is received in the most positive light

In politics this is known as "spin".? Spin is, of course, still PR of sorts, but many would contend that it ryne sandberg grey road jersey borders on dishonesty. ?

The emphasis in commerce is a touch different.? To begin with there is less open decrying of competitors.? The "done thing" in business is to talk up one's own product as opposed to explicitly criticising those of a rival, although there is usually an assumption of the competitor's inferiority in one department or another strongly implied in the good news.

PR however isn't only solely about promoting a product or a service.? Sometimes it is necessary for no other reason than to remind the outside world that a company actually exists.? Keeping a commercial enterprise in the public consciousness, and for all ryne sandberg grey road jersey of the right reasons, is one of the fundamentals of a good PR programme.? It is known as profile raising, and the approach to it can be blatant or it can be subliminal, as might be the case for instance through an ongoing advertising campaign .

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ryne sandberg jersey -

The authority of security guards and security companies is extremely limited, which makes it essential to cooperate effectively with local law enforcement. The duties of security officers are mostly limited to preventing crime by being visible and vigilant and to observing and reporting. If a crime is in progress or has been committed it law enforcement should be called immediately with a detailed and specific report. It is not the responsibility of security officers to approach and apprehend perpetrators. It is very important that guard schools, field supervisors and post orders stress that fact. Security guards trying to take on the responsibilities of a police officer will put them into unnecessary danger and increase the security companies and their client's exposure to liability.

A security company and its security guards must delegate the apprehension and confrontation of criminals to local law enforcement. In many cases security guards work in banks, jewelry stores and other locations where ryne sandberg jersey police will quickly respond to reports of crime. In other cases security guards work in shopping centers and residential or residential areas where the crimes committed are less serious like petty theft, panhandling and domestic disturbances. Normally local law enforcement will be hesitant to respond to such crimes immediately, because they are busy and have limited resources. They will respond to lesser crimes when they have the time and resources available and no other more pressing task is imminent. In many cases the police will respond very hesitantly, because panhandling and loitering are so commonplace in some cities that it is impossible to be controlled by the police. ryne sandberg jersey If the police really went after each offender they would have no time and resources for anything else.

It is the responsibility of the security consultant and the security company to establish a good relationship with local law enforcement. The first day the security company starts service at a new location local law enforcement should be notified and the security consultant should introduce himself to the commanding officers. That will ensure better communication in the future and the security consultant might gain invaluable information about challenges and risk factors in the area. A good relationship will also improve response times in case the police are called and improve the attention the police officers are giving to a specific property when they are conducting their regular patrols.

A security company should not solely focus on providing well trained and professional security officers, but it should identify risk factors and provide security plan to mitigate such risk factors. Really good security companies will incorporate local partners like the police department, fire department and city hall in their security plan. In most cases people in public service are more than happy to establish relationships and to help by providing their time and resources. Customers hiring a security company should make sure that ryne sandberg jersey their company understands the importance of relationship building otherwise they will not be effective providing security services.