"My Dzieci z dworca Zoo"

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, improve the style of work, strengthening the concept of service. Improve administrative efficiency, excellent development environment, the key in the cadre, fundamental in style. Only the cadres style optimization, in order to bring the good development environment. To change the "authority" to "office", "official" to "public servant", "civil servants" to "the waiter". Towards customers, to take the initiative to do well the service, do not say "can't do",[link widoczny dla zalogowanych], say "do", to warm and thoughtful,[link widoczny dla zalogowanych], meticulous, high tracking; treatment enterprises, should go deep into the production and construction projects first-line, to help them out, to make every attempt, solving practical difficulty must production,[link widoczny dla zalogowanych], management, construction, management; treat the masses, should adjust attitude, patience is meticulous,[link widoczny dla zalogowanych], the vital interests of the masses of the matter, to do, to optimize the environment for the civil service, become a habit, a kind of social fashion. At the same time to strengthen the awareness of win-win cooperation, enhance the level of service consciousness, overcome the immediate, regardless of long-term short-sighted behavior, have a genuine and sincere desire to help investors, entrepreneurs, who encourage,[link widoczny dla zalogowanych], support.
Ningde net news (Ningde City Commission for Discipline Inspection in the city discipline inspection and the National Bureau of Religious Affairs Group) in the period of development of the economic and social transformation,[link widoczny dla zalogowanych], to seek new breakthroughs,[link widoczny dla zalogowanych], Ningde to promote the development of a new leap, be sure to Kung Fu in the change style, optimization services,[link widoczny dla zalogowanych], improve administrative efficiency building organs, high efficiency, excellent, administrative environment good service quality.
three, standardized management, improve service quality. Improve administrative efficiency, the development of environmental excellence, management is the guarantee. Standardized management is a prerequisite for service, is the basic condition to improve service quality. To further implement the "Implementation Outline" comprehensively promote administration according to law.
two, decentralization, improve service efficiency. Improve administrative efficiency, excellent development environment, do concentration, reduction, decentralization is based. To focus on promoting convenience. According to concentrate all the centralized principle,[link widoczny dla zalogowanych], strengthen the construction of administrative service center, all functional departments of examination and approval shall should enter into the necessary; perfect one-stop office,[link widoczny dla zalogowanych], parallel examination and approval, standardize operation mode of service, solve a lot of problems, first accepted extracorporeal circulation. In order to reduce efficiently. In accordance with the streamlined resolutely lean principles can, the examination and approval decision cancelled out; on the examination and approval matters reserved, insist on not banned Xu, non Limited is a principle, compression of the examination and approval procedures, reduce intermediate links, regardless of which department, are not allowed to set up the threshold, kangaroo preconditions, cogent accomplish zero barrier, low cost, high efficiency. To stimulate vitality to decentralization. Whatever decision decentralization of administrative license, approval, to completely decentralized, effectively solve the government affairs service vacancy, dislocation, offside, resolutely prevent not to benefit not to work, the benefits of doing chaos phenomenon, so that the majority of investors and the maximum benefit. To implement to promote open. Commitment to public service, undertake the responsibility, undertaking matters,[link widoczny dla zalogowanych], management basis, processing conditions, procedures, standard fees, processing time, processing results, for the masses informed, conducive to the supervision of the masses, the convenience of the masses, promote personnel,[link widoczny dla zalogowanych], standardized, orderly, efficient.
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Ningde News Network (reporter Xu Lei) 3 pm, our city highway bureau, traffic bureau relevant responsible person, in the Ningde section of national highway 104 road improvement works and check the key sections of water project construction.

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Qilu network we often use "child breast" to describe the sexy actress, but Qingdao a 90 girl, just because of as big as a football "Baywatch" chest,[link widoczny dla zalogowanych], was known as the "Star",[link widoczny dla zalogowanych], also suffered many bad man obscene. She couldn't endure this life, decided to the envy of the giant chest narrow,[link widoczny dla zalogowanych], so for many domestic beauty salons, cosmetic operation.
was born in 1990,[link widoczny dla zalogowanych], little girl called Xu Haojia, Qingdao people, about 1.6 meters tall, look chubby. Take off your coat,[link widoczny dla zalogowanych], is her bust greets,[link widoczny dla zalogowanych], is also one of the most surprising. She told reporters, when she and other ordinary girls, all aspects are very normal, to puberty in fifteen at the age of six, chest began to change,[link widoczny dla zalogowanych], at first she thought it was the girls normal development, can not think of, the chest like blowing a balloon is more and more big, and there is a tendency to get out of hand. Until the age of 20, chest to stop "growth", after the bust measurement is 1.1 meters, looks and football in general large.
can only go to bed side

chest is too big, the serious influence to the life of Xu Haojia. She make fun of told reporters, usually go on the road, return rate more than 90%, a lot of people to the same shot her eyes. She loves shopping, see a style of clothes, because the chest is too large, not her type. Even women's underwear, she has no way to purchase. She said,[link widoczny dla zalogowanych], the domestic female bra, maximum D,[link widoczny dla zalogowanych], occasionally a E, and she size exceeds E,[link widoczny dla zalogowanych], suitable for her no, she can only through the network to order. Once, in Shanghai a certain brand of bra shop is easy to find a, the price should be five hundred or six hundred yuan, and even her mother store are not suitable for bra. Not only that, due to excessive compression of chest, pulmonary, usually walking, climbing stairs, a little point, will pant for breath, even sleeping only side. During the conversation with the reporter Xu Haojia, reporter clearly felt that she was not panting.
Xu Haojia embarked on a search for "reduction" of the road, across the country, as long as there is a glimmer of hope, she hurried past. During the inspection,[link widoczny dla zalogowanych], Qingdao hospital, the hospital and carry out treatment, unexpectedly has lived for 4 months, no effect of treatment. After the disappointment, Xu Haojia was released from the hospital, continue to seek the "secret in china". The vast sea of humanity, universe of 1 000000000 universes, seek after hopeless, as chest and troubled Xu Haojia very helpless, she thought of the power of the net friend help yourself, then she filmed a video of their release on the Internet for help, unexpectedly became a hit. On her blog, "China's first big breasts" still is marked in a prominent position.
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Japanese news media reported Friday that Korea's five largest business conglomerates, Hyundai, Samsung, Daewoo, LG and SK, all plan to increase their paid-in capital by more than W15 trillion in total this year.

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How often are they likely to use this service?
How are you going to do it?
Your customers are prepared to pay a premium for the convenience of leaving their child with a professional rather than an unqualified baby sitter. Your facility will be the perfect blend of personalized attention in a professional set up.
As a small home based day care center, you provide child care services during the day time hours for kids of working neighbors,[link widoczny dla zalogowanych], family and friends. You have a great reputation and are passionate about the quality of the environment you offer for the children.
Send a direct mail out to families with young children who fit the target market and are relatively close to your home. Consider professionals around your home. Invite them to register their child on your website as spaces are limited to registered members of the Happy Folks community.
Identify who is your customer?
Don’t forget to say Thank You
What does your child most enjoy at the day care center,[link widoczny dla zalogowanych]?
What is the best thing you can do for that customer?
When to communicate with your members?
Every new registrant gets a thank you email on completing the sign up form. Include a link to a survey where you ask for information about their child/children in order to be able to offer your special customized services.
What is your child’s date of birth?
This strategy gives you the best of both worlds… Maintain the quality of care for preschoolers and keep you in your own home base!
Six monthly surveys of the Happy Folks community to gauge their level of satisfaction with your day care center and its offerings. Capture data on key criteria like pricing, safety,[link widoczny dla zalogowanych], cleanliness, learning opportunity, etc. Incentivize survey completion with a free overnight stay for their child.
Are you likely to use our ½ day,[link widoczny dla zalogowanych], full day or overnight service, or do you have any other specific requirements?
Become the “expert” on child care - Develop a regular newsletter showcasing what’s new in child care and at your centre – food,[link widoczny dla zalogowanych], toys,[link widoczny dla zalogowanych], sleep centre, etc. Also feature children specific columns such as “best drawing of the month” and basic parenting tips written from an expert’s perspective.
How do you measure success?
Suggested survey questions to database:
Author&#039,[link widoczny dla zalogowanych];s Bio:&nbsp,[link widoczny dla zalogowanych];
What additional facilities would you like provided at the day care center?
As a small home based day care center,[link widoczny dla zalogowanych], you provide child care services during the day time hours for kids of working neighbors, family and friends. While you want to remain a home-based, small service you are able to offer unique ‘extras’ that a more established center doesn’t. For instance you are able to provide an after-hours specialized service for families who are going out for the evening or working late or night shifts.
Hence your ideal customer profile would include families with pre-school aged children who are prepared to pay for a specialized, possibly out of normal ours, child-care services.
Create a database (Happy Folks) of all existing customers.
You want to increase your customers but not expand into commercial premises and lose sight of the very special care you provide your children.
For measuring bottom line performance compare customer pool and profits across like periods over a two to three year period.
Other child relevant information – diet,[link widoczny dla zalogowanych], special toys etc?
Key dates such as Birthday emails to parents for their children on their birthday, Special trips – to the zoo?
Offer to take children at any time of the day or night for a minimum of 4 hours. This caters for couples who want to go out to dinner, to a function,[link widoczny dla zalogowanych], for a weekend away etc. Also research and introduce the latest fun learning/play activities that not only make it enjoyable for the child to spend time with you,[link widoczny dla zalogowanych], but also help prepare that child for future school and socializing.
By Scott Bradley
See all Articles by Scott BradleySee Scott Bradley's Expert PageGet Updates on Internet MarketingGet Updates on Scott Bradley Average: 0 Your rating: None Tweet
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Japanese news media reported Friday that Korea's five largest business conglomerates, Hyundai, Samsung, Daewoo, LG and SK, all plan to increase their paid-in capital by more than W15 trillion in total this year.

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With business process outsourcing, the risks associated are also outsourced. Investments are made by the BPO firm itself on behalf of various clients.
This is stated as “Pay for what you are using”. With outsourcing, a company can specify the services that are needed and those which are not needed. When non-core processes are carried out in-house,[link widoczny dla zalogowanych], it consumes considerable resources in terms of money and manpower. Outsourcing frees up the office staff to attend to the core functions while the BPO companies take care of the non-core processes.
To avail of the benefits listed above, outsourcing is to be done to a company that has established a track record for providing reliable services. Consider their terms of service and see if it would work for you. Check out any free trial offer available and get to know the service quality,[link widoczny dla zalogowanych], turnaround time and other details.
Outsourcing has become a popular trend among companies that are looking to focus on core areas and take the business to the next level,[link widoczny dla zalogowanych]. Outsourcing is usually done to a reliable BPO provider that ensures excellent benefits,[link widoczny dla zalogowanych]. Given below are the major reasons why BPO (business process outsourcing) has picked up pace in the face of globalization and the challenges that have come along with it.
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• Access to the latest technology without any heavy capital investments
• Access to a variety of talent at low costs
• Higher quality services
• Less strain on internal resources
• Save on resources,[link widoczny dla zalogowanych], infrastructure,[link widoczny dla zalogowanych], effort and time
• Complete large volume of work on time because BPO companies have the necessary expertise and talent for handling such jobs,[link widoczny dla zalogowanych].
Benefits of Hiring a Firm for Business Process Outsourcing Services
• Reduction of certain risks
This is one of the main reasons in favor of outsourcing. The costs are greatly reduced in outsourcing because the cost per hour for the work done is very low. This is because either the location or the BPO firm is overseas or there are lower labor costs.
By Bob Kruse
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In addition to these,[link widoczny dla zalogowanych], another reason is that access to the best providers is possible if a BPO firm is hired for functions such as accounting,[link widoczny dla zalogowanych], design, programming and much more. You get an “a la carte” option wherein you can get closer to what exactly you need and pay for what you use over a long term.
• Reduction in operating costs
• Freeing up resources
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On this lovely and lighting Diwali, there is nothing special gift then the chocolates!!! And if it is homemade chocolates then everyone will wet their mouths after seeing those chocolates.

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The opposition Grand National Party (GNP) announced Thursday that it is to strongly oppose ratification of the Korea-Japan fishery agreement to be brought to the National Assembly by the Unification,[link widoczny dla zalogowanych], Diplomacy and Trade Commission next Monday. GNP rep. Lee Shin-bom,[link widoczny dla zalogowanych], chief of the shadow commission said that the accord places Tokdo island in an intermediary zone,[link widoczny dla zalogowanych], thereby weakening Korea's claim of sovereignty. He added that this was a deliberate manipulative strategy by the Japanese negotiators and unless the government agreed to strongly reaffirm its stance on the issue,[link widoczny dla zalogowanych], and provide adequate compensation to fishermen,[link widoczny dla zalogowanych], the party would refuse endorsement.
(Yoon Jong-ho,[link widoczny dla zalogowanych], [link widoczny dla zalogowanych])
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to lead the development

Japanese news media reported Friday that Korea's five largest business conglomerates, Hyundai, Samsung, Daewoo, LG and SK, all plan to increase their paid-in capital by more than W15 trillion in total this year.

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"children also have self-esteem." On the morning of 29, sweet mother told reporters on the phone, she refused to accept the "public scholarship" for the maintenance of children's self-esteem is considered. "So much to participate in the celebration of the people at the party, let the children came to power will give children too much pressure?" Sweet mother told reporters, the child usually very strong,[link widoczny dla zalogowanych], she worried that will give you leave "family conditions are not good" impression, students will be "special treatment for children".
." Ji'nan Huibo primary school zhengjiaochu director Chen Kai said,[link widoczny dla zalogowanych], open the form of grant somewhat "publicity". Chen Kai think, by their own and growth environment, psychological status of children is also uneven, but regardless of the child's self-esteem in strength, help to them, should be carefully considered, to avoid giving them heart >
President Zhou said, their school celebration of the ten anniversary,[link widoczny dla zalogowanych], the school prepared to 1000 yuan student blonde to sweet in commemoration of the party,[link widoczny dla zalogowanych], but also as a memorial school school ten anniversary.
"I can't do!" Sweet mother learned of weeks the principal idea, a rebuff.
"Parents can understand the behavior of
"in school, other students to eat something sweet, she would go home with me to take over, thinking to other students." Sweet mother said, children have self-esteem, as parents,[link widoczny dla zalogowanych], she should also respect the child, so she decided not to accept the school that grants.
"we just want to help the child, how to get rejected?" President Zhou confused.
Ji'nan training school for the celebration of the ten anniversary of the party, aided by a difficult students, because of the fear of the child's self-esteem is hurt, the child's parents refused the school funding.
"we should treat donors for the mentality of the sun." Ji'nan city middle school political propaganda director Li Jing said, we should make sure the starting point weeks the principal student aid is good,[link widoczny dla zalogowanych], then discuss funding should take what kind of form. Let the children to receive the grant, do have the potential to cause stress to the psychology of children and parents, Li Jing advised President Zhou can consider to change a form to award grants, for example, set up a special "self-reliance awards".
7 years old sweet (a pseudonym) very like Chinese dance, she studied for three or four years in a Ji'nan dance training school, because of family difficulties, 2000 yuan a year tuition, sweet parents often make two or three trips to hand. Training school principal Mr. Zhou said, I study very hard,[link widoczny dla zalogowanych], they know that family sweet,[link widoczny dla zalogowanych], want to help them.
the reporter understands,[link widoczny dla zalogowanych], sweet mother's monthly income is only 1000 yuan, sweet father when repair work in a hospital, the income is not high,[link widoczny dla zalogowanych], the couple also have mortgage. Although the family condition is difficult,[link widoczny dla zalogowanych], but because the children love to dance,[link widoczny dla zalogowanych], so they insist that children dance training class.
view: love children, so she can be more self-esteem
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Japanese news media reported Friday that Korea's five largest business conglomerates, Hyundai, Samsung, Daewoo, LG and SK, all plan to increase their paid-in capital by more than W15 trillion in total this year.

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commitments, in January 26th this year, in the absence of a contract situation, East Star Property started the "probationary period". In June 26th, the industry committee convened owners discussion,[link widoczny dla zalogowanych], but 90% of the owners, property and some places need rectification, suspension of the contract. Yungu district industry committee deputy director Yang said, rectification content, generally is the green belt to trim, a stop order to management.
these days, cloud valley area residents found, the downstairs security changed,[link widoczny dla zalogowanych], property suddenly withdrawn. Only half a year, why go?
for the property to evacuate,[link widoczny dla zalogowanych], the industry has preparation early.
the property owners committee issued a notice to withdraw, autonomous
After the
The
however, due to the industry of early intervention, advance arrangements for security and cleaning, small order is not disorderly. At present,[link widoczny dla zalogowanych], the industry is looking for a new property, and the original property together with the notice, urging the owners plan in August 20 days before delivery, otherwise the property will appeal court.
property to evacuate, but nearly half of households fees owed property,[link widoczny dla zalogowanych], a total of 10 yuan, affect the handover. In the reason, property costs from 0.2 yuan / square meter rose to 0.5 yuan / square meters, many owners do not know the price. East Star property is currently responsible for the subsequent handover, Mr. Dong said, they be settled down, the vegetable market on the third floor two floor, third floor,[link widoczny dla zalogowanych], Wuguan public buildings such as rental, rent does not return property, but by the industry commission charge. When they had settled down, the industry and the oral agreement, property costs 0.5 yuan / square meters, "even so,[link widoczny dla zalogowanych], or loss".
, a few members of the industry's confirmed, does have such a thing, then also put up a notice. And the number of owners,[link widoczny dla zalogowanych], they do not pay property fees, is because I think the prices, service did not keep up with.
fees for the property owners owe half price
100000
The
but that East Star property, the contract has not signed, property costs closes not neat, they must pay,[link widoczny dla zalogowanych], not to accept the. So, they decided to evacuate the Yungu District in August 1st.
speaks just withdraw East Star property, the owners have the deepest impression, is attached to a paper promise the half a year ago. At that time, they promised a 10 piece of content,[link widoczny dla zalogowanych], including the management of closed areas, in consultation with the owners to solve the problem of vehicle park. One of the most special one, is the two month trial period deferred charges, so that the owners have the confidence and the property to improve the residential environment.

which is right and which is wrong
sea network - strait metropolis daily news after more than half a year, Quanzhou city cloud valley area and no property. The district 34 building a total of more than 1140 households owners, somewhat unexpected. Property, because nearly half of the owners did not pay property fees, arrears amounted to about 100000 yuan,[link widoczny dla zalogowanych], but the contract has not been signed,[link widoczny dla zalogowanych], let them feel unable to accept.
didn't sign a contract that says not clear
property services for more than half a year.
the contract doesn't get signed
Mr
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Lucas doing business in Quanzhou. He ordered 2 point yesterday afternoon flight, going back home in Brazil for christmas. Can not think of, new problems crop up unexpectedly. Is, yesterday morning pack, but found it was missing, to call his girlfriend A Ling, but A Ling shut down.

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• Another good thing about the foam-core crib mattress is the fact that it comes with a non-allergenic protective wrap for your baby’s sensitive skin and a second non-allergenic plush layer which is known to provide optimum comfort for your little angels. The said crib mattress cover is protected with a vinyl binding which means that it is tear-resistant and limits stains,[link widoczny dla zalogowanych], mildew and odors. This is definitely the perfect crib mattress that you would want to give your babies.
• Another thing that you would like about the crib mattress is the fact that such mattress is phthalate-free and flammability compliant,[link widoczny dla zalogowanych]. This means that the mattress was able to meet the Federal Flammability standard 16 CFR 1633,[link widoczny dla zalogowanych]. This mattress is also known not to use toxic fire retardants,[link widoczny dla zalogowanych]. The product is made in the USA and one thing that also makes this mattress unique is the fact that it has an airflow pocket at the bottom of the mattress which always help keep your baby’s fresh since it make the mattress fresh at all times.
• One of the things that you should know about the Sealy Perfect Rest Crib Mattress is the fact that it gets a lot of excellent customer ratings. This is because this particular crib mattress is very popular and most customers claim that this is the best hence the large number of ratings as well as a lot of positive consumer comments worldwide,[link widoczny dla zalogowanych]. The mattress is made of excellent quality materials which is why it is chosen or preferred by many.
If you are looking for the perfect mattress that would perfectly fit your child’s crib, then you should not look any further because you can make use of the Sealy Baby Ultra Rest mattressor theSealy Soybean foam-core crib mattress. This is a mattress which is chosen by most parents for their kids which is why,[link widoczny dla zalogowanych], this article aims to provide a review if this mattress is perfect or not. Here are some things that you should know why particular mattress is considered to be the best crib mattress:
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Lucas doing business in Quanzhou. He ordered 2 point yesterday afternoon flight, going back home in Brazil for christmas. Can not think of, new problems crop up unexpectedly. Is, yesterday morning pack, but found it was missing, to call his girlfriend A Ling, but A Ling shut down.

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Notice any license numbers that they may have registered with regulatory bodies that act like government watchdogs who oversee the finance and investments industries. These are organisations that impose strict rules to safeguard your investment. Some of these rules may include the requirement that brokers segregate all customer funds from the operational funds of the business,[link widoczny dla zalogowanych]. Your money is required to be put in highly-reputable banks and the funds are only withdrawn from these accounts upon specific withdrawal requests.
By Marquez Comelab
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This is an excerpt,[link widoczny dla zalogowanych], modified from the book: The Part-Time Currency Trader.
If after trying to solicit information and at the end of it all, you are still in doubt about the credentials of a particular company, my suggestion is to start looking elsewhere.
If they could make such returns, why would they even bother letting you know about it.
Author&#039,[link widoczny dla zalogowanych];s Bio:
• If You Are In Doubt, It Is Not Worth Risking Your Money
I started out with an Australian broker. Currently I am using an American one. I have not tried UK-based brokers but the British financial industry is one of the best. Companies that are based in countries such as Japan , Germany and France are probably just as good too, if their website speaks your language.
• Be Wary Of Companies That Claim To Trade In The ‘Interbank Market'
a) “With a $10,[link widoczny dla zalogowanych],000 deposit, the maximum you can lose is $200 to $250 per day”;
b) “ We promise to recover any losses you have ”.
Do not believe it when some people say that they have access to the ‘Interbank market' or that they can give you access to trade in that market because that's where bargain prices can be obtained. This is not true. The ‘interbank market' is not a place, it is not a physical building. It is simply a loose network of currency transactions that are negotiated between big financial institutions and other large companies.
Any form of trading is hard. Trading currencies is no different. Be wary of statements that make it sound easy. Statements like:
• Stay Away From Opportunities That Sound Too Good To Be True
&#149,[link widoczny dla zalogowanych]; Avoid Individuals Or Organizations Who Claim To Predict Or Guarantee Large Profits
There are people who may have just acquired a large amount of money just and recently are the same and are shopping around for safe investment vehicles. These may include retirees who have access to their retirement funds. It is understandable why retirees would be drawn to ‘high-return, low-risk investments'. This is also what makes them very vulnerable. If you identify yourself to be one of these people,[link widoczny dla zalogowanych], be careful. A lot of deceitful characters are after your money. Furthermore, only allocate a tiny amount of your money to trading until you can start growing it. Not all people can trade successfully, so it is a venture you should take on haphazardly. It is your life savings at risk.
&#149,[link widoczny dla zalogowanych]; Ethnic Minorities Are Often Targeted
Below is a list of things to keep in mind to help you avoid being a victim of a scam:
Hold your wallet tight and zip up your purse when companies say that written risk disclosure agreements are routine formalities imposed by the government,[link widoczny dla zalogowanych]. Watch out for statements like:
a) “Whether the market moves up or down, in the currency market you will make a profit”;
b) “Make $1000 per week, every week”;
c) “We are out-performing 90% of domestic investments”;
d) “You'll make returns of 70% a year”;
e) “Here is a no-risk strategy”.
You may find further information by contacting government ‘watchdogs' because they keep up to date with trends and reports regarding scams and other fraudulent activities. Please check the resource section of this site for the information of organizations that regulate the securities industry, sorted by country. There is also a list of brokers that you may want to look at.
Ethnic newspapers and television ‘infomercials' are sometimes used to attract Russian,[link widoczny dla zalogowanych], Chinese and Indian minorities. Sometimes these ads offer so-called ‘job opportunities for account executives to trade foreign currencies', whereby the recruited ‘account executive' is expected to use his own money to trade currencies and would often times be encouraged to recruit members like their friends and family to do the same.
• Be Wary Of Companies Who Downplay Investment Risks
Check any information you receive to be sure that the company is who they claim to be. If at all possible,[link widoczny dla zalogowanych], try and get the background of the people operating the company. Do not rely solely on oral statements and promises made by the company's employees.
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Anyone who owns a website wants to gain that holy grail of being on the first page, or in the top three position of Google search for their chosen keywords. This is something we all wish to attain and using all known SEO white hat techniques, try to achieve; but how many of you are utilising the power of video link building to achieve this?
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We are sure the answer is not many of you, but this is a huge area of SEO that can give massive benefits.
the video link building for you - create
Many of you may have wondered how competitors are keeping ahead in the SEO game as you work hard to attain and keep high ranking results in Google. The truth is they are probably using videos in an effective way to build a reputation and also high ranking links through the medium of video.
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On top of the above your videos will end up in the video results on Google offering you an alternative to the standard organic rankings for sites and images,[link widoczny dla zalogowanych].
At , we will do
The reason why video submission is not used by many in their SEO strategy is,[link widoczny dla zalogowanych], it requires the creation of many videos relative to the website it is linking to. On top of this,[link widoczny dla zalogowanych], video link building requires many accounts set up on video sites like Youtube and time dedicated to publishing the videos on the different accounts.
Using video link building through video submission to video sites is beneficial to SEO for many reasons, but today we will stay with the main core reasons.
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By Dr. Jason E. Taylor
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Using Technology to Measure Traits
Note: Images from the original text are omitted in this text version.
Succession
Be aware of potential sticky issues associated with performance appraisals.
Obviously, one such issue is the subjective nature of the evaluation. This
emphasis on opinion often introduces inconsistencies across different
organizational groupings, such as geographies, departments, and locations. For
example, a manager in one area of the country may tend to rate incumbents much
lower than managers in other areas. This may make evaluating employee
performance across different groups difficult. A similar problem may be found
when the performance appraisal contradicts other performance metrics. This lack
of alignment often points to inconsistencies between managerial opinion and
numerical performance. There may be a number of reasons for the lack of
alignment, but there is always a high potential for inconsistency when human
opinion is at the center of the appraisal process.
If Technology is Not an Option
Business drivers—it is time to think strategically! Think in terms of the
direction that you want to take your business, and then the position-specific
metrics will move each position in that direction. Alignment can be found by
working backwards. Ask yourself how each position fits into your business
strategy or contributes to the financial performance. Then determine the
individual performance metrics that best align to the position and allow you to
track your progress toward achieving your business goals. Referring again to our
car salesperson example, a strong business driver might be “number of cars
sold.” If it does not drive bottom-line profit, it should not be a cornerstone
of your performance data.
You should have now identified the traits required in the position (both key
behaviors and optimum targets based on performance data), and built a position
template of those traits. The next step is to make the position template useful
in practice. It is important to note that this step is not changing the
template, but simply understanding what the position template means for the
organization.
HSBC, one of the largest financial organizations in the world, used the
principles described in the Productivity Cycle to increase sales generated by
employees in the position of Account Executive. HSBC Account Executives initiate
loan sales and provide customer service, two activities that directly influence
company profits. After methodically cataloging, transforming, and systemizing
the behaviors of those in the position, HSBC selected new employees that sold
21% more loans than coworkers who were hired outside of the Productivity Cycle
process. This figure was based on the post-deployment study of (n = 2,040)
employees in the role. (To review the full case study, visit
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Soft metrics, on the left end of the continuum, describe any evaluation method
that relies heavily on a person’s judgment. Soft metrics can take many forms,
one of the most basic being when a supervisor ranks employees from the “best
performer” to the “worst performer” based on the supervisor’s opinion. Another
example may take the form of a subjective label. This scenario would entail a
subjective ranking of each employee (Good, Better, Best, or A, B, C, etc.).
Typically, there is not much science wrapped around this process. Practically, a
supervisor would sit down, think back to their perception of individual
performance,[link widoczny dla zalogowanych], and apply a subjective label based on opinion and very little, if
any, objective criteria. When I see this evaluation method, I like to call it
the “I know my people” approach.
The specific steps listed below will help you create a position template with
the use of technology.
• Be patient and give your process time to “bake.” Many companies make the
mistake of attempting to study progress without considering the time needed for
full implementation or new hire ramp-up. It typically takes 12 to 24 months to
see the full effect of the changes you have made in the workforce. I was
involved in one situation where a business executive wanted to know why his
company’s turnover rate had not decreased during the first few weeks of a new
hiring strategy deployment. We kindly explained to him that he needed to hire
people based on the newly defined behavioral traits for a period of
time—allowing them to gain some experience on the job—before there would be
enough data to evaluate performance and tenure.
• Set realistic expectations—You will have the ability to examine every position
and extract key traits,[link widoczny dla zalogowanych], but not all positions will qualify for a follow-up
study. In some positions, there may not be enough employees or turnover to
effectively evaluate the direct impact at an aggregate level.
• Clean the data—When following up, be sure that you focus your efforts on
relevant samples of people. Do not mix different positions in the same study
group. Narrow the sample to employees that have been on the job long enough to
possess an adequate work record, and remove any data that will contaminate the
sample and produce inaccurate conclusions.
You will find that the Productivity Cycle provides a simple visual
representation of the steps needed to align people and profit. Like the color
wheel, the center of the cycle contains the primary stages: Catalog, Transform,
and Systemize. Each stage is supported by secondary actions that guide the user
around the wheel. These steps are represented by different shades of color
within each primary stage. You progress clockwise around the Productivity Cycle
as you move your workforce into a profit center.
By cataloging your available performance metrics, you embark on the path of
maximizing the performance of your people. But you must know where you are
before you can determine where you need to go. This principle applies to your
performance data. The first stage, the green area in the model, is designed to
help identify and understand performance data as it relates to an individual in
a specific position.
One Company’s Results after Following the Productivity Cycle
So right now you may be thinking, “This is a great exercise, but how can a
position template impact daily performance?” This is the exciting part! Because
your template is based on desired performance (performance data), it represents
the individual traits that have exhibited relationships to individuals
performing in a desirable manner. However, we want to make sure the position
template can be used on a daily basis. By translating the traits of the template
into job-related behaviors, you will better understand those who are producing
more, and contrast their behaviors with less productive individuals. This
enables you to apply the information in a way that drives your workforce toward
actual productivity results while aligning closely to your business drivers.
Another valuable tip to consider when collecting a performance metric is the
number of data points, or employee observations, represented in the data set.
Whenever possible, it is beneficial to have access to multiple observations of
the performance data. For example, monthly observations would be richer than a
simple yearly total or average for the year. Anytime the data is aggregated,
there is a chance that you will lose some valuable information that may be
helpful in understanding performance trends related to the position. When
collecting your data, always focus on your objective, which is to obtain the
best data that will lead to the richest amount of information.
At this point in the Productivity Cycle, we have focused on the critical aspect
of cataloging performance data. Although the performance data indicates the
result of each person’s efforts, it does not tell you how they achieved their
results, nor will it tell you how internal or external candidates for the
position will perform on the job. Therefore, we need to spend time discussing
the first component of the Transform phase—identification of traits.
If assessment technology is not available in your situation, let me suggest a
few pointers that may guide you in your efforts to creating a position template.
First, ask your subject matter experts if they have any theories as to which
traits enable individuals to be successful in the role. Then, compare the traits
based on the experts’ theories to the performance data you have collected. The
goal is to determine if the theories are supported or contradicted by the data.
Think of this as a process of taking something from theory to reality. The key
is not to take the experts at their word, but to apply the theory against actual
performance data and attempt to confirm or deny the theory. A good illustration
of this concept comes from the retail sector. A certain group of executives
theorized that successful store managers were very ambitious. However, as we
collected information at the individual level, we found that successful managers
had been in their role for many years and were very comfortable with their
contribution to the company. There was no desire to move up or out, so the
assumption of “high ambition” did not prove to be accurate.
Selecting the right people for the right positions is always a great place to
use your position template created using successful traits. Employee selection
will always have a large and immediate impact on your financial bottom line. Any
sports coach will tell you great players make great coaches, just as any manager
will tell you great employees make great managers. Leveraging this information
in your selection process will improve the odds of finding the best of the best
for your position.
Transform
Evaluating your individual performance data in terms of variability, being
job-related, and being a business driver is a major strategic step in the
process of transforming your workforce from an expense to a profit center,
thereby directly improving the productivity of your people in driving your
business.
Template
For example, a supervisor is supplied with a form that captures job components
or critical aspects of the position that have been studied and proven vital to
success in the role,[link widoczny dla zalogowanych]. These job components may include items such as Work Ethic
(reliable attendance, diligence in follow-up activities, positive attitude),
Communication Skills (conveys ideas clearly, resolves conflict), or Project
Management (meets deadlines, organized). The supervisor will actually rate
employees one at a time on each critical aspect of the job. Sample performance
ratings might be “Ineffective” to “Highly Effective,” or use a numeric scale of
1 to 5, or cover a range from “Does not meet expectations” to “Exceeds
expectations,” or thousands of other variations. This approach documents the
areas where employees are doing well, as well as where they may need
improvement, through a standardized system that translates general perception
into specific ratings regarding actual aspects of the job.
Can I share a deep, dark secret? I am terrible when it comes to color
coordination. You would not believe the number of times I am told, “That outfit
doesn’t match.” Every time I hear criticism, I find myself thinking, “What are
they talking about? It looks great to me!” On the bright side, someone very
smart invented the color wheel for people like me. The beauty of the color wheel
lies in its simplicity. This well-designed model not only represents the primary
colors, but it also illustrates how they are interrelated and which colors
complement one another.
HSBC is just one example of a large company that saw an opportunity to
transform an important sales position into a stronger profit center. The 9-step
Productivity Cycle succeeded in raising the bar for average sales by 21%. Could
your organization make room for a 21% sales increase? How about 30% more calls
handled by telephone representatives? A 40% reduction in annual turnover,[link widoczny dla zalogowanych]? The
sky is the limit once you have worked your way through the Productivity Cycle
for a specific position. The results may warrant applying the process to all of
your job positions over time.
Learning Objectives
• Learn to classify the different types of metrics that are important to
employee performance.
• Learn how to collect the right performance data in the proper manner to
increase the accuracy of your findings.
• Learn to formulate the tough questions that help you choose which data best
promotes profitability through people.
The right end of the continuum represents hard metrics. A hard metric is best
described as objective data that directly represents quantifiable information.
These types of metrics are typically linked directly to an organization’s bottom
line. Some examples of these metrics include throughput numbers, calls answered,
percentage of quota, quality scores, number of units sold, total sales, average
handle time, or any measure directly related to job performance. Hard metrics
provide valuable insights into the numerical productivity of a person in
virtually any position. From a company’s perspective, the appeal of hard metrics
stems from the objectivity of the data. Hard metrics are not adjusted or
influenced by human opinion. As long as the role stays the same and the data is
collected in the same way, hard metrics are a dependable measure of performance.
The goal of a post-deployment study is to ensure that the position template
continues to represent the desired traits most conducive to success in the
position. Prior to conducting a post-deployment study, there are a few tips to
remember:
For example, a car dealership can track the number of cars that are sold by its
salespersons, as well as how many of those sold cars are returned to the
dealership’s service department for repairs. When looking for job-related sales
metrics, the former measure is good, but the latter is unrelated to sales. Does
a salesperson have an influence on the mechanical soundness of the car he sells,[link widoczny dla zalogowanych]?
No, he only has control of the selling process. Relying on a metric with little
relation to actual job activities will lead to inaccurate conclusions.
Additionally, your mindset should be in pursuit of truth as it relates to real
performance on a daily basis. This truth can only be found if the data is
related to performance in the position.
Now it is time to collect data. Apply the principles you have learned about
performance data to collect the cleanest data set that you can. It is a good
practice to initially overshoot the amount of data you would reasonably expect
to use. Collect many types of metrics and forms of performance data for each
position. This practice gives you multiple measures of performance, but more
importantly, it helps you choose the best combination of performance indicators
by providing options (different performance data) as we will discuss later,[link widoczny dla zalogowanych].
Choose
Executive Summary
There are many methods to analyze a job. One common method is to send out a job
questionnaire to experts in the role, asking them to document their opinion on
the important tasks or traits needed to be successful. Another method is to
manually observe and document the traits needed for success. However you package
it, the basic idea is to manually study and document aspects of the job. A job
analysis provides solid information about the minimum qualifications and skills
necessary for a role. But a typical job analysis will fall short when you want
to gather a deeper insight into the actual performers in a position,[link widoczny dla zalogowanych]. Said
another way, a job analysis will not provide you a vehicle to “get in the heads”
of those who are successful and compare them to those who are not successful in
a role.
To achieve the goal of strong performance, you must dig deeper into the actual
traits and behaviors that drive success. Behavioral assessments are a very
effective way to collect data on the traits of individuals from all performance
levels in the position. A behavioral assessment is a tool or, as I call it, a
vehicle for data collection that extracts information from individuals related
to their behavioral preferences. These traits, in addition to performance data,
will provide the data needed to help identify how employees have success or
failure in a position. Specifically, behavioral assessments will provide you
with insight into individuals’ preferences related to how they approach
problems, process information, interact with others, and respond to various work
situations. Typically, this information is collected through a series of
questions presented to the individual using a questionnaire,[link widoczny dla zalogowanych]. The answers are
turned into conclusions that represent specific preferences or behavioral traits
that provide clues into how and why people do what they do when working.
• Learn to select employees from the candidate pool who best represent the
collection of ideal behaviors important to success in the position…and make the
best selection on a consistent basis.
• Learn to develop individual succession planning strategies for each position
based on the position templates that you create.
• Learn to study the performance of employees hired and developed using a
position template.
In contrast to the color wheel, many times in business we overcomplicate our
workforce models by using crazy strategies, dotted-line structures, complicated
competencies,[link widoczny dla zalogowanych], or other popular attempts to improve productivity in the
workplace. Sometimes complicated solutions are the best answer. In contrast to
those complicated models, the Productivity Cycle (shown at left) provides
specific steps to help you catalog employee performance data, then transform
that information into a system that increases position productivity and drives
profits for the organization.
For example, imagine that you are analyzing the cashier position in a grocery
store. While collecting job traits for your position template, you discover that
cashiers need some level of sociable behavior to perform successfully.
“Sociability” becomes a part of the position template that you are building.
Your observations indicate that the best performers seem to be moderately social
while lower-performing cashiers tend to be extremely social. These findings may
contrast with logic (the more friendly the cashier, the better), but the
performance data supports the moderately sociable trait.
Once you have successfully created a position template, you have a map for
success that can guide your internal promotion and development programs. From a
long-term perspective, think of the possibilities. You have valuable information
to shape programs at the position level, based on traits linked to performance
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will be able to use this information to identify gaps in your training as well
as create content for individual training plans tailored to each employee and
their current and future roles. Do not forget about your ability to coach and
develop your workforce more effectively by communicating clear and specific
expectations for performance.
Performance Appraisal: What Is It?
To align your employees with profitability, you should only use soft metrics as
a short-term solution and a first step toward more accurate performance
measures. Soft metrics can be used in placed of real data in situations where
there is no data available, but in the long-term you should be moving to systems
or programs that replace subjectivity with objective performance evaluation.
Soft metrics should not be used in place of performance data that is tied
directly to actual performance on the job. I have observed many corporate
executives who felt that they had a very tight grasp (without actual data) on
who their best and worst performers were. Each and every time we compared the
executive perception against actual performance, there was a sizable disconnect
between perception and reality based on the data. The point is to move your
organization away from taking the “I know my people” approach as quickly as you
can.
Now that you know how to classify performance data, the first step is to collect
the data. Later we will be able to evaluate its usefulness. Have you ever heard
the saying, “The devil is in the details”? Likewise, your ability to transform
your workforce from an expense to a profit center can be derailed quickly during
the action step of data collection. Prior to collecting the data, you will need
a few safeguards to ensure the consistency, accuracy, and accessibility of the
data collection process will not affect the interpretability of the metric.
• Pre-screens—This is a very practical way to focus on those candidates who meet
the minimum qualifications for the position. Because you now have deeper insight
into success in the position, you can screen out those who do not have the
“right stuff.”
• Phone screens—Here is another way to help your recruiting staff be more
efficient and performance-minded. Start by sharing your findings. Then provide a
series of phone screen questions, based on the desired traits, to help
recruiters identify those who have the best chance to succeed in the role.
• Behavioral assessments—synchronize the position template with your assessment
tool to identify “ideal” candidates as part of the application process.
• Face-to-face interviews—Creating a consistent interview process is a tough
task. Hiring managers often have different opinions as to what contributes to
success. Now you have an ace in the hole,[link widoczny dla zalogowanych]. You know the important traits
(recorded in the position template) that drive high performance. A great way to
incorporate your position template in the selection process is to create a set
of trait-based interview questions. Be sure to train your hiring managers on the
data-driven source of these questions and how they are linked to success in the
position.
Learning Objectives
Soft Metric: What Is It?
It is important to remember that, at this point in the cycle, you are looking
for group traits, not the traits of one individual performer. Focusing on only
one individual as the ideal employee for a position will eventually lead you to
inaccurate conclusions. This is true because some trait studies contain
anomalies, such as successful individuals whose approach to work is unique when
compared to the other successful people. Understanding the “group” concept will
help you ensure that your position template is based on traits that can be
replicated by others. The template, once created for each position, becomes a
powerful tool that can be used to directly align individuals with real
performance objectives.
Summary: Transforming performance data into traits that drive work-related
behavior.
You will come across some jobs that do not appear to possess clear, hard
metrics. In this situation I would encourage you to remember the phrase “work =
output.” What we get paid for is called work because there is an expected
output. It is simply a matter of collecting information surrounding the skills,
abilities, responsibilities, tasks, and expectations of the job. Then use that
information to create ways to quantify the output of the position and
systematically collect performance data. With a little time, effort, and
creativity you will find that nearly any position can be numerically classified
in terms of hard metrics.
Study
Here are a few areas where you can incorporate your position template quickly
and efficiently in the selection process:
• Learn to recognize key traits that tell you how a person is successful in a
position.
• Learn tips on how to create a job level position template that targets the
traits necessary for success.
• Learn to translate the traits within a position template into job-related
behaviors that reflects those who are producing more, and contrast their
behaviors with less productive individuals.
Consistency of the data collection process is very important. Everyone involved
in data collection should understand and adhere to the specifics of the data
collection process. Inconsistent data collection methods will lead to inaccurate
comparisons among individual performers. Pay special attention to location or
regional differences. Inaccurate evaluations of performance will contaminate any
future findings and reduce the effectiveness of your future adjustments. Think
of consistency in terms of a simple illustration. If I ask all my district
managers to give me their turnover numbers, I may receive percentages from each
district manager but the numbers may mean many different things. Some may have
given me annual turnover, some turnover for a single month, and others may have
given me involuntary turnover only. The point is to be careful and ensure your
data collection processes drive consistency.
You can now translate that trait into actual practice. According to your earlier
job analysis, it is the cashier’s job to be friendly while maintaining a focus
on productivity. Overly social cashiers attempt to have deep and meaningful
conversations with every shopper, causing long lines and dissatisfied customers,
while the social moderates can engage in small talk with customers while keeping
their lines moving. By translating the sociability trait, we establish the link
between the trait and performance on the job of those who are producing more.
• Statistically search for the relationships between traits and performance
data.
• Within a position, split your employees into groups based on their performance
data.
• Calculate trait score descriptive statistics (average, median, standard
deviation, etc.) for each performance group.
• Compare performance groups by descriptive statistics.
• Search for any hidden patterns of traits among performance groups.
Catalog
Selection
This white paper provides specific steps to help you identify your strongest
employee performance data, then transform that data into a repeatable process
that will increase position productivity to its fullest potential through
hiring, training, and employee development. Before you know it, your workforce
becomes the engine that drives profits to new levels.
Converting Performance Data to Profit Dollars
Summary
Translate
At this point, you should have performance data selected and collected for each
targeted position so that you can turn that knowledge into the building blocks
for a position-specific template.
Behaviors, or traits, that drive performance are best determined by “letting the
data speak” as opposed to making “educated guesses.” A time-tested method of
identifying traits, skills, and other relevant pieces of job-related information
comes from the use of a job analysis. A job analysis collects clues as to what
is needed to properly execute a job.
• Use the performance data to create subgroups based on performance level.
• Count the percentage of people in each subgroup who possess unique traits.
• Document the commonalities among the performance groups.
• Compare and contrast the characteristics across performance groups.
• Find those characteristics that stand out and differentiate performance
levels.
• Use your findings to create new areas to study—keep digging.
Company profits are driven, directly or indirectly, by the performance of
every employee. Performance data for specific positions, carefully selected from
available metrics, can be used to improve each employee. Productive employees
will in turn increase the output of a position as a whole, which will lead to
increased company profits. But job effectiveness can only be maximized through
the use of proper performance metrics that accurately define success in a
specific position at the individual level.
Summary: Finding Ideal Performance Data for a Position
Learning Objectives
After the performance data has been collected, there are several choices you
need to make to help identify the best metric(s) to focus on. In order to make
the best choices, there are a few things to consider. Specifically, does the
data you captured reflect variability, job-relatedness, and a relationship to
your business objectives (keep reading for an explanation of these terms)?
Throughout this process, it is important to understand that as soon as your
performance metric is specified, it will begin to shape and guide the direction
of your workforce. All future performance, evaluation, and developmental
activities in that position will be directly influenced by the metric.
Therefore, choosing the right metrics to follow is an important consideration to
drive the future of your business.
Collect
The easiest way to understand performance data is to view it on a continuum.
A performance appraisal tool can be an effective way to capture the opinions of
management in relation to employee performance. Appraisals are a popular form of
performance evaluation because in many positions it is difficult to quantify
performance at the individual level. In fact, we studied a sample of 37,055
people in 487 various positions in different companies and found that 69% of
these positions relied on performance evaluation tools as their primary form of
measurement. In addition, performance appraisal tools provide a flexible method
of quantifying performance based on the opinions of those who observe the
employees at work—primarily their managers.
Accuracy of the performance data being collected is also an important phase of
the collection process. Accuracy must be a priority when interpreting individual
performance. Later in this process, inaccurate data will lead to false
conclusions and bad decisions when evaluating and developing your employees.
Think of inaccurate data as the enemy of transforming your workforce. After you
have collected your data, use these “red flags” to alert you to potential
inaccuracies in the data:
Another factor to consider is the accessibility of the performance data.
Sophisticated human resource information systems (HRIS), payroll systems, and
performance management systems are helpful tools as long as you have easy access
to the data. Avoid situations where the data is difficult to collect and study.
All too often companies focus on collecting performance data at the aggregate
level and neglect to collect and study it at the individual level. Whether the
data is performance ratings, quality scores, or sales figures, make sure your
data collection systems are tied to individual performance.
• Incomplete data or cases where it is commonplace to find no information.
• The use of “0.” Is that “0” representing actual performance or a blank entry?
• Data presented in a number of different formats – for example, half of the
data is presented in percentages and half as round numbers.
• Odd outliers – for example, most of the cases in a data set contain
single-digit performance measures, but some cases show triple digit measures.
• Labels do not match the data – for example, “Dollars Sold” is the label, but
the data is presented in percentages.
• Conflicts in columns – for example, an employee with a September hire date has
performance data recorded from March of the same year.
When developing a position template (Performance Data + Traits), you should
begin by identifying the traits of successful people that differentiate them
from their less successful co-workers. Technology is often used to simplify this
process. Most behavioral assessment tools generate numerical representations of
an individual’s behavioral traits. These numerical representations are often
called dimension scores, characteristic scores, factor scores, or many other
assessment-specific names. The basic idea is to provide you with information
that plots a person’s trait on a scale where you can better understand how that
person compares to others for each characteristic. Most behavioral assessment
tools offer many traits used to describe the individual. Either way, technology
will enable you to quickly and accurately collect trait information.
Additionally, utilizing assessment technology will streamline your ability to
make statistical comparisons between individual performers. The final objective
is to use performance data to discover the traits that are most predictive of
success in the position.
Even though a performance evaluation is a popular tool, many companies are led
astray by the simplicity and ease of deployment throughout the company. If you
are truly pursuing an alignment of your employees to profit, you should do
everything in your power to go straight to the source—the numbers. Many
companies do a very good job of creating performance appraisal systems. The data
collected from these systems are high quality and as sound as can be. But when
the performance appraisal results for individual employees are compared to the
actual output numbers (in cases where the ratings are not based on the numbers),
there may be no relationship, and often presents a negative relationship. Be
sure that you do not rely solely on the ratings. Challenge yourself to find ways
to evaluate jobs with actual data.
Hard Metric: What Is It?
After all of the hard work put into creating your position template, you want to
be sure that it is fully utilized. Be sure to spend time developing a strategy
designed to leverage the position template throughout each employee’s life
cycle. A couple of key areas where this information can make a direct impact are
selection and succession planning. Also, make a point to study your progress
(after a sufficient period of time has elapsed) and make adjustments based on
your study findings.
Group Traits
Variability is ensuring that the data metric represents all performance levels.
Ask yourself this question: Does the metric differentiate between individuals’
performance levels? Oftentimes, performance metrics are consistently collected
and accurate, but they lack variability in performance scores. I once worked
with a company that insisted a particular quality rating was its main indicator
of performance for its call center representatives. Upon further review of the
data, we found that the average score was nearly 100%, with only a handful of
incumbents receiving a lower score of 98-99%. This data offers no useful
measurement because it implies that each employee is performing at the same high
level, with no variances to highlight specific performance concerns. Any
business leader would have a hard time choosing a metric with no variability;
therefore, this type of data offers little, if any, real value.
Classify
Job relatedness is another important issue to consider when choosing the best
data on which to shape your future workforce. Determine how much influence an
individual has on the performance metric. In all cases, direct influence is
best. The less influence incumbents have on the metric, the less descriptive it
is of their actual performance. In an ideal situation, you will have great
confidence that your performance data is related to the job and that each
incumbent is able to affect that metric directly.
Traits
Here are a few specific steps that may help you in creating a position template
without the use of technology.
As previously stated, the goal of this white paper is to help you identify your
strongest employee performance data, then transform that data into a repeatable
process that will maximize productivity. In the last section we classified,
collected, and selected the strongest measures of employee performance. Now we
examine the Transform phase of the process in which your performance data is
matched to the actual job behaviors strongly related to success in the position.
By determining which traits are most important to good performance, we can then
build a position template that organizes those traits, and then translate that
position template into desired behaviors specific to the job,[link widoczny dla zalogowanych]. The Transform
phase brings you closer to the ideal workforce that drives profitability for the
organization.
Succession planning is a long-term journey for leveraging your position
templates. Most succession planning programs are designed to develop the bench
strength at the management level. Any succession planning program requires a
target or, in this case, a template to teach, train, and evaluate potential
future performers based on the traits needed to be successful in the role.
By following the transformation process from trait collection, to position
template creation, through translation of the position template into
work-related behaviors, your position template becomes a practical tool to
fine-tune your workforce. The position template gives you a scientific method to
analyze the traits that differentiate performance for any position.
Additionally, the template gives you the direct link needed to move your
workforce from an expense to a profit center.
Systemize
A study should occur after an adequate length of time has passed since the
rollout and implementation of your position template. Since it occurs after the
rollout, it is generally referred to as a post-deployment study. You should
schedule time in the future to measure your workforce improvement as it relates
to the deployment of your position template. It is also sensible to initiate a
recalibration of your findings at some point in time based on the findings of
your post-deployment study. In other words, your business may change and new
products, expanded markets, and reorganizations all contribute to changes in the
traits or position template of a job. Always keep in mind that anytime you
change the way you measure job performance, you increase the likelihood of
changing the traits and the position template.
In the middle of the continuum, we find one of the most popular forms of
evaluation: the performance appraisal. This shift away from pure soft metrics
represents a reliance on subjective opinions, but those opinions are documented
using a standardized evaluation. Let me explain further. This method of
evaluation involves a person who possesses firsthand knowledge of each
employee’s daily performance. However, the performance appraisal differentiates
people through the use of standardized formats that capture performance
perceptions.
It is important not to confuse minimum qualifications with actual predictive
performance. Many people make the mistake of assuming that meeting the minimum
qualifications is the finish line. For example, a job analysis may indicate that
it is necessary for incumbents to operate a particular phone system. After the
second day of training, everyone understands the phone system and can
effectively operate it. Even though using the phone is essential for daily
performance, it exhibits no relationship with real success on the job. Being
able to perform a job and being successful at it are two very different
concepts. Your goal for each position in your company should be strong
performance, not simply getting by.
Be careful—it is not all about the performance data in the job analysis or the
results of the behavioral assessment. It is about how you use the two together
to transform performance data into a template of targeted behavioral traits. To
fully capture the traits most conducive to success in a position, you need to
let your business drivers (performance data) dictate the importance and amount
of each trait. The assumption that more of each trait is best will lead you down
the wrong path. Consider a trait such as “independence” in an individual
contributor role. A successful person in this role is measured in terms of
throughput. This position requires an employee to sit at a desk and complete
repetitive tasks in accordance with specific instructions from a manager. Think
about it—would someone who is extremely independent-minded be successful in this
role? In this case, it is safe to assume that an individual’s desire for
independence would actually inhibit their performance.
Author's Bio:
Now that we have explored the Catalog stage, you have learned how to:
• Classify performance data according to what is available, useful, and
feasible.
• Collect the data from individual performers in a specific position.
• Choose the performance data that reflects variability, job-relatedness, and a
relationship to your business objectives.
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