Why HR Pros Should Focus on Building a Motivated Workforce - Workology

Why HR Pros Should Focus on Building a Motivated Workforce - Workology The Value of a Motivated Worker There’s a lot of buzz and conversation happening around the importance of employee engagement to a successful organization. But I believe that engagement is an overused, or at least misused term. Engagement, to me, isn’t a process but rather an an end-state where your employees are “all in.” Engaged employees work hard on today’s priorities, and when they believe what they do matters and know that you’re invested in them, they will stay with your business for the long term and help you solve the challenges of tomorrow. But getting to this state of engagement requires focusing on nurturing motivation. The Value of a Motivated Worker Simply put, motivated workers are more productive and efficient, and stretch themselves to do more. When employees are motivated, they get their work done faster and with greater levels of collaboration, creativity and commitment. A motivated workforce goes above and beyond to do what is in the best interest of the organization and, ultimately, the bottom line. So, what are ways you can truly motivate employees? Set Clear Expectations and Goals, and Communicate Frequently It’s a strange truth, but many employees simply don’t know what is expected of them at work. Workers are more motivated and engaged when they are given clear objectives, understand how they will be evaluated, and see how their efforts contribute to the bigger picture. Isn’t that what we all want anyway; to contribute to and be a part of something bigger than ourselves? When HR teams help create this clarity for our employees, they experience a greater “purposefulness” or “meaningfulness”  which in turn contributes to motivation. So how do you ensure organizational alignment and foster this sense of meaningfulness? One critical step that HR leaders can take is working with managers to increase the frequency of communication around performance and goals. When employees work with their managers to set goals, and then check in on progress on an ongoing basis rather than treating them as ‘set and forget,’ it can help improve employee motivation, elevate performance and benefit organizations overall. By increasing the frequency of conversations between managers and employees around progress towards goals, HR teams can take a huge step towards creating an effective performance management program for today’s workforce. This ongoing endeavor isn’t easy.  There is time and commitment involved, and it only works when managers and employees are both invested in open and ongoing dialog about goals and expectations. But the more often managers talk to their employees, the more motivation and performance increases within the workforce. Even quick, informal check-ins, or “managing in the moment” to address priorities or give feedback boosts an employee’s sense that someone is invested in them, and drives motivation.   Spend Time Talking About Career Development Motivation is tied to a future outlook. One critical way to boost motivation is to move away from ineffective, backwards looking annual performance reviews, and start coaching your managers around having more frequent conversations with their employees that focus on career development. By focusing on development, these conversations become more constructive, forward-looking, and connected to both personal and business objectives. Now you’ve motivated an employee, because you’re actually talking about their future and showing you are invested in them! Implementing performance management processes that are rooted in continuous conversations that center on coaching and career development is vastly more effective for motivating the modern workforce. Focusing on ”performance development” rather than “performance review” shifts the conversation around the process to a more forward-looking, positive and employee-focused stance. This can have huge impact from an employee motivation perspective, rather than feeling like their managers are micromanaging them or questioning their work, workers feel invested in and motivated to get to the next level in their career, which translates to increases in employee performance. Provide Timely and Relevant Feedback Almost half of employees receive feedback from their managers only a few times a year or less. Not only do employees want clear expectations to be established, they also want to know how these are mapping to their larger career goals. Managers need to provide feedback in a timely manner to promote career development. Feedback can be tricky to deliver, and many don’t like delivering or receiving it. So managers need to normalize the feedback by making sure it is timely, and is relevant to the employee and their work. There are many approaches to delivering feedback, but delivering all feedback all the time isn’t the right answer. Managers need to be thoughtful about evaluating all the feedback they receive about their employees, and select those items that are most relevant to the employee and those items that they are ready to hear, all in a timely manner to assist the employee in their career. So, for many reasons, a  quarterly review cadence, vs. an annual review, enables managers to align employees’ individual career goals with the organization’s top priorities, ensuring the employee has a sense of purpose and business goals are met. This is what motivating your workforce is all about. There is no silver bullet to motivate your workforce, however HR leaders and managers can make a big impact by having frequent and continuous conversations with employees that focus on career development, communicating clear expectations and providing timely feedback. It’s an ongoing process and won’t happen overnight, but by focusing on motivation, both employees and organization at large are better positioned for success.

How to Succeed at HR Resume Writing

<h1>How to Succeed at HR Resume Writing</h1><p>Like every single other type of occupation chasing, composing a convincing HR resume can take a considerable amount of time. This is particularly obvious in the event that you need to make a resume that gets you saw by your possible boss. Fortunately, numerous essayists of resumes are presently learning the correct way to deal with proficient resume writing.</p><p></p><p>Resumes today should be something other than an application. They should stand apart from the entirety of the rest, on the grounds that the best way to stand out enough to be noticed is to offer something one of a kind. This implies you should be imaginative when you make your resume.</p><p></p><p>One simple course to go in is to compose a framework for your resume. Start by posting your capabilities in an arranged manner and perceive how the aptitudes coordinate with what you've done before. When you have a diagram, you can start the way toward assembling your resume. The blueprint will give you a rundown of vocation steps and occasions to remember for your resume.</p><p></p><p>Another key to a fruitful resume is to ensure you do exclude data that is unimportant. You don't need your imminent business to need to peruse numerous pages just to discover that you forgot about a few significant subtleties. Ordinarily you can tell where the activity posting originated from by the manner in which it was organized. On the off chance that the feature isn't excessively snappy, odds are it's originating from a position of desperation.</p><p></p><p>Sometimes a resume may peruse an excess of like a course book. Certainly, you need to show your capacities and achievements, however you would prefer not to go over the edge with an excess of data. Despite the fact that your abilities are entirely important, you would prefer not to overpower them with an excessive amount of detail. It is ideal to leave some space for your resume to inhale and separate itself from the crowd.</p><p></p><p>In request to compose a resume that is really worth the consideration of your manager, you should continually change your resume and analysis with various forms. The objective is to compose a resume that coordinates the position and range of abilities you are searching for. This takes a great deal of time and devotion, yet it will pay off in the end.</p><p></p><p>The HR continue composing procedure can take a ton of work and will never be simple. Indeed, even with the entirety of the instruments accessible, it is conceivable to treat it terribly. It is just when you do it right that you get the outcomes you want.</p><p></p><p>If you need assistance with your resume, locate a respectable expert essayist. Utilizing proficient resume composing administrations will permit you to con centrate on your pursuit of employment as opposed to managing the resume composing process.</p>

3E8X1 - Explosive Ordnance Disposal - Job Description

3E8X1 - Explosive Ordnance Disposal - Job Description 3E8X1 - Explosive Ordnance Disposal - Job Description An Explosive Ordnance Disposal (EOD) Technician performs, directs and oversees dangerous weapons removal (EOD) tasks. Finds, recognizes, incapacitates, kills, recoups, and discards unsafe explosives; customary, compound, natural, ignitable, and atomic arms; and criminal or psychological militant gadgets. Related DoD Occupational Subgroup: 431. Obligations and Responsibilities: Directs and oversees render safe tasks. Reacts to crises with hardware and specialized information. Leads long range and close in surveillance, distinguishes and evaluates arms condition, and prompts authorities on suggested safe withdrawal separations. Uncovers and safes unexploded arms. Endeavors obscure things for specialized knowledge esteem. Utilizations checking and recognizing gear when arms may contain or might be tainted with, harmful or radioactive materials. Discards unserviceable, abundance, or hazardous arms. Transports destruction explosives and gear to approved removal zones. Manufactures dangerous destruction charges, and discards unsafe explosives. Kills and discards ad libbed hazardous gadgets and Weapons of Mass Destruction. Utilizations x-beam gear, apply autonomy frameworks, and remotely started or controlled instruments and procedures to cross examine and access the gadget. Wears uncommon individual defensive hardware. Fills in as an individual from base crisis reaction group. Gives capacity to recognize, screen, assess, and disinfect unstable, radioactive, compound, or natural weapons perils. Distinguishes, safes expels and discards arms from smashed airplane or vehicles conveying explosives. Recuperates landing strips denied by weapons. Clears unexploded weapons and risks from runways, forward working areas, landing zones, and drop zones. Clears touchy defiled property. Reviews degree of unstable defilement on AF property, and on bombarding and gunnery, innovative work, and weapons test ranges. Gets ready leeway plans and quotes for freedom activities. Sets up works and keeps up EOD dangerous capability ranges. Recognizes prerequisites for and looks after apparatuses, gear, supplies, and specialized information. Requests, inventories, stores, prepares, and keeps up particular devices, gear, supplies, and EOD distributions. Utilizations PCs to help flight exercises. Creates notional ideas, strategic articulations, and operational necessities records. Plans EOD possibility activities. Creates activity plans, ideas of activity, and working guidelines on EOD business. Creates hazardous wellbeing plans. Supports uncommon exercises and taskings. Supports United States Secret Service, and other Federal offices by giving security to the President, Vice President, and different dignitaries. Sends to help uncommon tasks and military operations other than war. Supports innovative work testing of weapons, airplane, and space frameworks. Supports particular Joint Service team tasks. Gives EOD services to Federal, state, and neighborhood common specialists. Trains base and network individuals on arms acknowledgment and defensive measures for extemporized hazardous gadgets and customary arms. Gives dangerous materials (HAZMAT) reaction capacity for occurrences including touchy weapons. Claim to fame Qualifications: Information: This claim to fame requires information on sythesis and attributes of United States and remote traditional, compound, organic, extemporized, and atomic arms; fundamental hardware; safety measures, devices, and defensive gear required for reaction to arrival of unsafe substances as tasks level specialists on call and level three professionals; and appropriate dealing with, use, rendering safe, and treatment of risky touchy squanders. Training: For section into this claim to fame, consummation of secondary school or general instructive advancement equivalency is required. Courses in material science, mechanics, and fundamental electronic hypothesis are attractive. Preparing: The accompanying preparing is compulsory for grant of the AFSC demonstrated: 3E831. Finish of the hazardous arms removal disciple course. 3E871. Finish of the hazardous arms removal skilled worker course. Experience. The accompanying experience is compulsory for grant of the AFSC demonstrated: (Note: See Explanation of Air Force Specialty Codes). 3E851. Capability in and ownership of AFSC 3E831. Likewise, experience rendering safe weapons, expelling and rewarding dangerous unexploded arms, or purifying exercises. 3E871. Capability in and ownership of AFSC 3E851. Likewise, experience performing or directing rendering safe weapons, rewarding unsafe unexploded arms, or decontaminating exercises. 3E891. Capability in and ownership of AFSC 3E871. Likewise, experience overseeing EOD capacities or tasks. Other. Coming up next are compulsory as shown: For passage into this claim to fame, ordinary shading vision as characterized in AFI 48-123, Medical Examination, and Standards. For passage, grant, and maintenance of these AFSCs: No record of enthusiastic precariousness. Ordinary profundity discernment as characterized in AFI 48-123. For grant and maintenance of AFSCs 3E831/51/71/91/00, qualification for a Secret security leeway, concurring to AFI 31-501, Personnel Security Program Management. Organization Rate for this AFSC: Quality Req: H Physical Profile: 333131 Citizenship: Yes Required Appitude Score : G-60 and M-55 (Changed to G-64 and M-60, successful 1 Jul 04). Specialized Training: Course #: L3AQR3E831 000 Length (Days): 6 Area: L Course #: J5ABN3E831 002 Length (Days): 136 Area: Egl Conceivable Assignment Information Additionally observe: A Day in the Life of EOD in Iraq

Jobs in the sales industry

Jobs in the sales industry by Michael Cheary Got the gift of the gab?Are you motivated by money and want to pursue a career with excellent progression prospects? In that case, a job in the sales industry could be your true calling. If you’re considering a lucrative career in sales but have no idea where to start, don’t worry we’ve got you covered.Here are some roles you could consider, and some of our top tips to help you get to there:Account ManagerWhat they do: Handle key accounts, manage relationships, and ensure that clients are happy with the services and products provided. Depending on the size of the business and the weight of the account, Account Managers may work primarily on one account, or manage a number of clients at once.What you need: Excellent listening skills are perhaps the number one key attribute, as being able to identify the needs of the clients and establish metrics for success is absolutely vital in this role. A friendly and approachable manner, and good organisational sk ills are also plusses. A degree is not necessary.What you can earn: Typically around £24,000 as a starting point. However, when building key relationships with multi-million pound accounts, the sky is the limit for successful Account Managers.Perfect for: People who just want to make people happy.Our advice: Arguably more than any other sales role, this position is all about putting the customer first. Throughout your CV, demonstrate how you’ve gone the extra mile to show your commitment to the customer, and how you’ve helped manage (and improve) relationships to help ensure success.How to become an Account Manager  View all Account Manager jobsEstate AgentWhat they do: Market, let and sell properties. This could range from showing clients around properties and conducting open-houses, through to viewing and valuing properties and negotiating a price which meets the demands of both the buyer and the seller.What you need: Self-motivation, persuasive negotiation skills, and a frie ndly and approachable manner. An active interest in the property market and the ability to work under pressure to hit sales targets are also essential. A degree is not necessary.What you can earn: £14,000 for a first or trainee position, rising to around the £30,000 range for experienced Estate Agents. As with most sales positions, commission can also be incredibly rewarding.Perfect for: People who like to sell very big houses in the country (and small houses in the city…those too).Our advice: Never underestimate the importance of research. Investigating local property prices for the area you’re applying for, for example, will quickly demonstrate your understanding of the market to interviewers, not to mention make sure you keep abreast of any up-to-date developments.How to become an Estate AgentView all Estate Agent jobsField Sales RepWhat they do: Primarily working outside the office, Field Sales Reps travel to consult with clients around the country as representatives of th eir business, conducting meetings to generate new business and maintain existing client relationships. The job also involves a fair amount of client schmoozing (N.B. level of schmoozing will depend of the budget of the business).What you need: This is first-and-foremost a client facing position, making excellent interpersonal skills extremely important. Confidence and networking skills will also be necessary, as will impeccable timekeeping. Nothing is as likely to lose an important contract as turning up to a meeting with the Managing Director 45 minutes late.What you can earn: Typically around £20,000 as a starting salary, rising to the £30,000 mark with a good list of clients under your belt.Perfect for: People who love being on the road (see also: in the sky and/or on a train).Our advice: Although not necessarily a prerequisite for every role, a car is certainly a valuable commodity for anyone looking to become a Field Sales Executive. If you have a valid driver’s license and own your own car, stating this in your CV and updating your profile to reflect your credentials will only add value to your application.How to become a Field Sales RepView all Field Sales jobsRecruitment ConsultantWhat they do: Source the right candidates for a range of different roles. This includes writing job descriptions, vetting candidates and matching them to the needs of the role. It also involves a fair amount of ‘headhunting’ to find the best fit.What you need: No formal qualifications are needed to become a Recruitment Consultant. However, as with many sales roles, excellent communication, good negotiation skills and a goal-driven personality are all musts.What you can earn: Starting salary of around £15,000, rising to a few years of experience and a proven track record of hitting your targets, and your basic salary could top £30,000.Perfect for: People who like to match-make.Our advice: In all likelihood, you will have to spend a fair amount of time on the phone wi th current and prospective clients and candidates. For this reason, excellent telephone manner and a clear and confident speaking voice are absolute necessities. It also won’t hurt to brush up on your telephone interview tips â€" just in case.How to become a Recruitment Consultant  View all Recruitment Consultancy jobsSales ExecutiveWhat they do: Sell the products or services of their business. This could be face-to-face selling or telesales, and typical tasks range from generating leads and winning new business contracts, through to maintaining relationships with existing clients and getting them to renew their purchases.What you need: No formal qualifications are necessary. However, excellent verbal and written communication skills, tenacity, negotiation skills and a motivation for hitting targets are all absolute essentials.What you can earn: Starting salary will be around £15,000. However, add to that a few years of experience and a proven track record of hitting your targets , and the basic salary could be in excess of £30,000. Not to mention lucrative bonuses topping the thousands.Perfect for: People who can sell ice (to Eskimos, or otherwise).Our advice: Entry-level Sales Executive jobs can be highly competitive. To help stand out at an interview, make sure you’ve put as much research into the company (and their products or services you’d be selling) as possible. Not only will it demonstrate how much you want the position, it will also practically show off your research skills, something that will be absolutely essential in your career.How to become a Sales Executive  View all Sales Executive jobsSales ManagerWhat they do: Manage a team of sales professionals, ensuring they meet their targets through the use of a range of coaching and motivational techniques. Duties could range from recruiting new staff and getting them up to scratch, through to call coaching and attending meetings with individuals who may need support during their sales pitches. What you need: Excellent man-management skills, and the ability to motivate your team members. Building the respect of your team members is also a key step to success in this position, which makes experience in the field just as valuable as any formal qualifications.What you can earn: Anywhere between £20,000 and £40,000 or so, depending on your level of experience in the industry. Not including bonuses paid for hitting any individual or team targets.Perfect for: People who want to help others sell.Our advice: Perfect your management skills in team leader roles and use your experience to help authenticate the key attributes on your CV. Take note of any important innovations you made or specific targets you hit and list these on your application. That way, you can put your money where your mouth is.How to become a Sales Manager  View all Sales Manager jobsStockbrokerWhat they do: Buy and sell stocks and shares to get the best financial rewards for their clients, whether they’re p rivate clients or huge corporations. This could either be in a discretionary capacity (managing all investments and making decisions on behalf of the client), an advisory capacity or execution only (buying and selling on instruction without input).What you need: A natural flair for analysis, self-confidence and excellent decision-making skills. Stockbrokers must also be honest and trustworthy, working with the clients’ best interests at heart.What you can earn: Initial salary may start at around the £24,000 mark, but successful stockbrokers are often incredibly well-paid. With this in mind, annual salaries of over £50,000 are a realistic target.Perfect for: People who loved The Wolf of Wall Street â€" but realise the industry has moved on a bit since then.Our advice: If you’re serious about becoming a Stockbroker, you need to know the market. Luckily, there are a number of free programs available which use real-time stock-market figures, and allow you to buy and sell just as y ou would if investing for real. That way you can learn the process and the trends to follow and, if becoming a Stockbroker still seems like it’s for you, you can start investing for real.How to become a StockbrokerView all Stockbroker jobsOther sales roles to consider: Business Development Manager, Sales Rep, Area Manager, Assistant Regional Manager, Assistant to the Regional Manager.Top tipsHere are some of our top tips for finding a job in the sales  industry:Be positive â€" Many people work their way up from the bottom. Maintain a positive attitude and learn on the job. It won’t take long for you to move up the ladder.Be passionate â€" Sales isn’t a dirty word. Careers in this industry can be extremely lucrative, and are well worth pursuing. Never be apologetic at interviews or see sales simply as a fall-back option.Be focused Where do you want your career to take you? Would you prefer to be in the field, or in the office? Are you best at winning new business or maintainin g existing relationships? Have a rough idea of where you want to go, and figure out the perfect route there.Be sales specific Use specific examples of how you’ve hit previous targets and goals to help quantity your CV, and demonstrate to employers that you have a proven track-record of success.Be confident â€" Self-confidence is a no-brainer in the sales industry. Always be assured of your own abilities, not arrogant about them.Be resilient â€" Even the best sales people in the world don’t have a 100% success rate. There will be a fair amount of rejection to deal with in the sales industry, so remember to remain resilient. The difference between a good salesperson and a great salesperson is often a combination of positivity and persistence.Ready to find your ideal position in the sales industry?  View all sales jobs now.