About Human Resources Management:
≪◄►≫
10 keys to retain and motivate the talent
It is difficult to find qualified human resources and stay motivated. In professional talent is a scarce resource that needs to know how to find, capture, and undoubtedly retain. Definitely, they will be partners with the most potential, which organizations will offer
major competitive advantages to be profitable. By that not must allow us to lose them. There are a factor that identifies that the resources human key tend to have, in many cases,
high rates of rotation and go changing of employment according to opportunities more attractive. For that among the most outstanding keys is that people seek to stay in companies that provide development opportunities, which decrease the chances of losing key personnel. Currently, the
managers and directors of human Resources, have the difficult task of attract, recruit and retain motivated talents as a priority in their agenda of activities.
Here are 10 keys to achieve this:
1.
create a Foundation brand: one of the keys to attract, motivate and retain talent, is to build a "brand" that highlight the good reputation of the company as employer. Is important to achieve it that the culture organizational is a differential with the rest, and keep a coherence between the image external and the internal, promoting values in common and a consistent sense of belonging. 2.
create a stimulating work environment: the work environment is a pillar momentous and decisive at the time in which employees resolve to go corporate or not. The people need develop is in a context in which can engage relationships social and at the same time, achieve their objectives professional. 3.
develop the career of the personal: an of them major causes of exit of an employee is the stagnation labor, or the impossibility of Ascend in the pyramid organizational. It is important that the key personnel, have clear possibilities for career development and the company accompanies it, assuring them that they will have the effective possibility of reaching new responsibilities. 4.
encourage custom: is undoubtedly a good stimulus for employee compensation. But, say experts, just this is not commensurate with the market references. The important thing, they say, is that the incentive is personalized, and according to the needs and preferences of each worker, since not everyone has the same motivations. It is important to recognize their achievements, whether in terms of remuneration wage either verbally, expressing phrases like "in the company, we are proud to work with us". 5.
meet challenges: allow employees to feel part of the organizational of the individual achievements. 6.
optimize communication: an employee will feel integrated in that note that their ideas, opinions and suggestions are taken into consideration. In this way, it will consider that it has a place of belonging, and that you can collaborate actively in the achievement of organizational objectives. 7.
facilitate the organisational learning: talented employees require constant challenges to progress. Therefore, trainings in different areas are specific instances that they need to feel that they evolve and grow professionally. There are that have in has that them employees that seek to maintain is and grow within a company, must count with training constant. 8.
create a culture of confidence: confidence, an informal entity that affects the behavior of individuals and organizations admits to intervening in conflictive relations and facilitates the partnership. It can achieve higher productivity in an environment where prime mutual trust within the company. 9.
foster sociability: set as priority the work in team e boost the coexistence between their members, allows create ties of affection, security, loyalty and trust towards the organization. Good atmosphere in the office improves employee performance and reduces the stress that is subject usually. 10.
balance between the life work and family: retain to them employees, giving them a greater flexibility time, is another of them recommendations that make them specialists. An example is the so-called home office, which allows you to work from home. Another alternative is to allow employees to attend school programs for their children, provide benefits of day care for children, and an occupational health policy. Actions in this regard, the commitment to increase and employees will have a balance more balanced between work and your personal life.
Employment and wages in the networks social in USA
Charges in the
social networks proliferate in companies and the structure is similar in all organizations with a strong presence on social networks. Although the work is horizontal team is formed by professionals with different skills.
Social Media Manager (Social Media Manager) Responsible for the presence of the company in the
social media, implementer of the entire strategy. Salary: Between 80,000 and 100,000 dollars a year
Community Manager (Community Manager) responsible for service to the customer, marketing, sales, legal, human resources, product development. Wages: between 60,000 and 90,000 dollars to the year
Editor
Responsible for running specific campaigns in
social networks. Wages: between 30,000 and 45,000 dollars to the year
Analyst
Responsible for the quantification of the success of the overall presence of the company in the social networks, as well as each specific campaign. Salary: Between 40,000 and 60,000 dollars a year
Programmer/developer
Develops the web site of the company and is occupies of the functionalities of the same. Wages: between 75,000 and 100,000 dollars to the year.
Outsourcing of liquidation of payroll or of processes of resources human
Costs and return on investment
He process of outsourcing of it Payroll can relieve to them companies of a series of dolores of head, but in accordance with a survey recent of a signature of advice of BPO, it reason number one for make the outsourcing of it liquidation of it payroll continues being the reduction of costs, with approximately the 85% of them surveyed that cite this as its objective primary of business. Is important clarify that them savings depend of them circumstances specific of them functions outsourced and of the needs of the companies. But specifically the real budgetary impact that can have the liquidation of payroll outsourcing can vary on average between 30% and 50% of their costs in the medium term. Similar way can follow the outsourcing of human resources processes, with or without the intervention of a Contact Center for employees of the companies. Then is mentioned and explain briefly the main areas of influence that can lead to reductions of them costs in the companies.
The size makes a difference
The experience indicates that the big companies can allow is the luxury of maintain large departments. However, for the small companies a service of liquidation of payroll "in house" means a loss of money. The truth is that outsourcing saves whose importance grows the greater organization. More specifically, the difference in costs between companies that provide outsourcing services payroll compared to those that made it "in house" is 20% or 25% for size medium (300-1,500 employees) enterprises rising to an impressive 35 / 50% in large firms (2,000 or more employees). Certainly some, this difference is originates because them suppliers of services of liquidation of the payroll leverage economies of scale, what them allows make a distribution of them costs through a structure more large (achieving a reduction of them expenses per capita). Obviously, these savings are at their most high when combined with a strategy of outsourcing more extensive (in which the liquidation of the payroll is not the only service provided to human resources), achieving in this way even greater efficiency gains.
Comprehensive outsourcing
It is a proven fact that integrated solutions - formed by the liquidation of the payroll, personnel administration, control of assistance and occupational health, contact with employees through a Contact Center and providing advice on the policies of the companies - customers generate a lower cost of administration than the non-integrated solutions that are connected by complex interfaces of high cost of maintenance. The solutions offered in the market and which are characterized by their technology and integration bring as a result through a ROI measurable and fully measurable cost savings. That is why for an "in-house" which uses integrated human resource solutions that represents an average savings of 15 / 20% in comparison with those organizations that use different platforms. However, when the functions are outsourced to a professional in the matter those savings is return on average of a 30%.
SaaS (Software as a service in the cloud)
For those companies that count on the liquidation of the 'in house' payroll, the choice presented them is the current trend involving the SaaS service (software-as - a-Service). This offers its own savings of costs, flexibility, hosting, access to the latest versions, maintenance of the application and scalability. But is important highlight that while the SaaS allows reduce them costs of a company of size medium, the suppliers of services of outsourcing of liquidation of payroll and/or resources human obtained even a saving additional for them companies that leverage a model SaaS "."
Conclusions
My experience matches the reality that indicates that there are a lot of savings in the costs associated with the liquidation of the payroll or human resources outsourcing model. Savings related with the size of the company provider of services of outsourcing, presence global and regional, scalability, specialization, experience and also by the use of tools technology of advanced (platforms technological) in which is supports to provide services of first level. To your time, them savings can get to be greater still when is is of services of outsourcing integral (level of service Comprenhensive Outsourcing) and based in platforms SaaS (services from the cloud).
The communication of the benefits your employees bore?
The approach of many employer to the communication of them benefits is wrong: know that are very suitable but not can do that the people them values. To the communication of the benefits have the effectiveness that must have, should have in has some tips of the marketing. Here are five tips for creating content benefits that their workers will be willing to consume
1) Focalizarse on the value to the consumer. The traditional way of communicating the value of the benefits the employee is based in telling workers how much money costs that benefit the employer. Good marketers know that does not interest the people what it costs to other money, only the value that perceive them. Here is where the concept of
total compensation fails, especially when it comes to voluntary benefits. To the see a
package of benefits those employees not be dan has as save with each one. (
2) perform the campaign of communication during all the year. Marketers know that people are more predisposed to retain messages that come to them again and again, those who read once. Benefits professionals should take into account this. To break up the information in small parts and send it during all the year. Blogs and social media can be a great help to make these free campaigns. (
3) speak in their language. Can have the package of benefits more spectacular of its industry, but not will have the effect sought if the people not it understands. Translate the jargon of human resources to the language of every day of their employees. Literally this can mean translating it to the language of the country where is located the company for example in Spanish. Even for some benefits like long term insurance may be better to explain it to someone specialising in the subject.
4) put your people in sight. Generate original content, including multimedia displays, which has become much cheaper to produce and distribute in recent years. Marketers use these tools to customize big business and that people speak of them with their friends and acquaintances. The
professional benefits can communicate in the same way and create videos with the same employees talking that such tools are the benefits of the company and explicandolos fellow. (
5) use channels multiple. As many employer, the communication of benefits has been limited to a set of documents and brochures that is delivered to the employees that never arrive to read or the half. Those marketers more sophisticated not would do this ever. They are going after their objuetivo either at meetings of groups, by print, web, and social networking.
The compensation specialist
Specialty compensation exists since there is work and the opportunity to dominate many concepts such as wages, salaries, acquire, retirement schemes, bonuses, incentives, perks, benefits, jobs, tabs, valuations, assessments, markets, comparative market, flexible benefits, equity, competitiveness, increases among others. In the performance of this specialty so fascinating one conceives the huge responsibility that implies handle these concepts since live of a form direct with the emotionality of the people. Certainly is requires preparation for exercise this trade-such which as a career University-for to meet with maturity, emotionality and empathy to them people-to handle the joy of grant an increase of salary but also handle the sadness to the say a "not is possible"-is all a challenge full of satisfactions. Offsets have taken the challenge that organizations require in the administration of their staff and have evolved in four phases to take a more active role on the business model.
Technical compensation
Starting this first phase we see it characterized by learning, knowledge and the technical and administrative foundations necessary to assume as their own characteristic compensation values. In this phase you learn basic tools: tabs, descriptions of jobs, promotions, contracts, market increase of salaries, bonus exercises, management of performance, features and benefits, etc., etc. But apart from this, is should consider that this phase requires tolerance to it frustration, liked by meet details, capacity to listen and simplicity for work in team since is live many processes that put to test the fitness and especially... the attitude of the specialist's compensation. Is is a phase fascinating since them knowledge, learning and skills acquired are just media for form is, the impact real is sees in as the specialist of compensation forging its criteria and capacity of analysis to develop models mathematical and of management of resources human well structured and solid for respond to all them tasks to which is required. The key to this phase is having counseling and leadership of professionals recognized in the middle and supplement it with the styles of different consulting firms. This phase is training of knowledge but above all of the taste for this career.
Deductive compensation
This phase is incredible, since compensation specialist can already apply a process of deduction, i.e., uses all the pieces from a model and sets a finite sequence of assertions, those assertions are direct inferences that allow to establish a result. The speed is a characteristic of this phase to generate responses and conclusions, it is not necessary to go around a model to be able to wield a result, it is no longer necessary to have all the information to develop the model, many data can be inferred. This is possible since the technical already form part of the knowledge of the specialist of compensation, and therefore, has with support for base of a form solid and mature claims and deductions. However, this does not mean that it has been left mathematics and knowledge on one side, on the other hand, the deduction is based on the method of extrapolation which is a scientific and logical method that sets the course that will take the variables in the future, becoming the rules which you will depart for a new conclusion i.e., variables are extrapolated so we are in a new situation. Here we can speak of two phases that are training in which the balance of the compensation profile is focused on learning and assimilating models. The two later stages lead already necessarily to a process of development and generation of solutions.
Compensation for business
All project compensation must have impact in the medium and long term sustainable to meet return on investment to the organization. Phase heading for the compensation specialist to transcend to a very acute state of consciousness already not only consider a result or a deduction of a project, the situation escalates beyond mathematics, giving an added value to a number and by subjecting it to a process of stress and reviewing their behavior. This phase is very aligned to new trends in human resources, designed to respond as a partner and therefore it is necessary that the compensation specialist understand and locate which is its position in the business model of the Organization and knowing how it will impact their management. The compensation specialist should be considered at this stage: • keep in mind the mission and regulations of the organization or what?, how? and what for? Practically must develop and understand a description of post of the organization • analysis of internal and external situation or know results and trends, origin and cause of the same • business model or where am I? Where should I be? And, where do I impact? The key of this phase is give him to the compensation a purpose identifying where? and how will it impact on the business model?
Compensation policy
To the extent that the compensation specialist has been developing his career has to interact with various elements that make up an organization, begins to realize that its management requires capacity to communicate, interact, negotiate and sell. The vision of the function should be based with the Alliance with strategic partners: • the financial and the normative should be major partners, • business the main buyer and • human resources the main seller. It is very good if the compensation specialist is charismatic but is of utmost importance to make the information to flow freely between the levels of the organization. This will certainly contribute to the success of its management. The key of this phase is having capacity of sale and negotiation. Practice the specialty compensation demand conviction as a person and professional to achieve a coexistence healthy emotions and numbers, it is a profession that will always have a future Challenger since by its nature should always be a step forward as organizations evolve and require a simple but ingenious method to attract, motivate and retain human capital.
The importance of speed in the selection of personnel
The world of the reverse. Practitioners already do not touch the door asking for work; There are companies who come to the gathering of talents. This situation, perhaps unexpected twenty years ago, is today a recurrent mode which modified the methodology of evaluation and selection of personnel. Is very common that the professional of them new generations participate simultaneously in three searches labour, with their respective instances of interviews and evaluations, for choose finally the work that best is fit their expectations. In the middle of this process, sometimes until "is encourage" to ask a 20% or 40% of increase in the remuneration, safe of that will have offers labor of others companies where the response to its asked is negative. These changes have generated an acceleration in the dynamics of the searches, by which companies and consultants looking to be increasingly more agile when hiring new employees. Searches that some years ago were defined in the period of a month, today is suitable to resolve them within 10-15 days. Companies, for their part, should take a good candidate quickly once this occurs. The delay in resolution can cost us losing a good professional. Agility and efficiency. There are keys. As we see, this context turns to the time in an appearance each time more critical and strategic for the process is successful. For this reason we quote some considerations which serve to optimize time and preserve the quality of the searches:-methodology for the selection process: is essential to establish it in advance. What techniques we will use? How are the questions for the written tests and interviews? Do we have a realistic and detailed job description? With what group of work must interact the candidate chosen? Do we know exactly what profile of professional are looking for? -Database: allows you to have variety of candidates and perform a filter fast and right of them profiles of the search. To better data base, greater precision in the results. -Multiplicity of sources of recruitment: web sites specialized, networks of contact, link with the universities and networks social. Web 2.0 allows us to know the profile, hobbies, social environment, relationships, contacts and professional references of the candidates; It's a sign clearer expectations and the needs of young professionals today. -Benefits to attract talents: today is no longer enough to offer high pay and a good work climate. The employer can provide conditions of work that balance the life personal and labor, schedules flexible and development of plans of career, by quote some examples. Some studies have shown that economic strategies per, which seem a priori the most effective, they serve only for the short term, as temporary solutions. Once the "talent" get used to the new wage scheme, already taken as "natural", as a "given", and then the implementation of another type of strategy is key. While economic strategies are needed immediately, they are not sufficient. Another type of benefits are necessary to call quickly the attention of the candidate. Understand the changes in the market, act accordingly and constantly sharpen the gaze is the secret to attract the best talent. He panorama in the selection has changed a lot in the last 10 years, which us induces to upload us to the wave and work depending on them new needs.
The keys to find work, counted for the first time in the form of comic
LosRecursosHumanos.com may 16, 2012 Spain MADRID. Contracts that end, EREs, dismissals unfair, practices not renewed... These are some of the situations that threaten to those citizens Spanish from makes almost five years. LEO is one of these millions of people who have been immersed in a spiral out losing their jobs, and will now be forced to overcome a series of obstacles to rejoin the labour market. Driving and training your talent creates "the stories of LEO and his search of employment", to explain of a way graphic and entertaining how face the arduous task of find a work. Over eleven vignettes, to be published the first Tuesday of every month on the website of driving and training your talent, www.entrenandotutalento.com/orientacion-de-carrera-LEO-busca-empleo-01.php and they will be disseminated through social networks, LEO, the protagonist of the story, it will begin to direct your search in a more focused manner, with the support of a personal adviser. You will learn to position itself in a labour market in crisis, assimilate how they think the selectors, will meet the expectations of the companies and will have clear tools to be used to highlight the rest of candidates who are registered with the same offers that it. This initiative original and innovative, that is starts with "the dismissal of LEO", promotes a vision more close and empathetic at the time of face is to the search of work. "It seemed fundamental the idea of creating a character who plasmase the reality of every day millions of people who are looking for a job in Spain. "" Them vignettes reflect situations everyday that you occur to any candidate that sends your CV and that expected to receive a call that never comes ", declares Marta Diaz, partner Director of driving and training your talent." Have an approach very practical and am convinced of that them readers is feel identified because LEO, similar to them, also has its ups and downs, not knows how write a CV attractive, has heard talk of networking but not has clear how can use it to your please,... ", adds Marta Diaz." To the date, a person that is looking for work, uses to Internet, to them ads of press, to the networks social, to them bags of employment, to companies of work temporary, to schools professional and to its known more direct. Starting from this month of mayo, the candidates that is find in search Active of employment van to know to READ and to see their experiences reflected through vignettes. A different way to empathize with groups of unemployed and confront the socio-labour reality facing our country. "New driving and training project your talent is played by LEO, a professional that is around age 40, with experience in the commercial sector, which by a reduction in the global turnover of your company and the descent continued in sales margins, will suffer a layoff." The main thing is to pass on to candidates who are not alone in this way; "that is important to let yourself be advised by experts in career orientation who have gone through the same thing and which are available to train them on how focus their search for a more effective way", recalls Marta Díaz, partner Director of driving and training your talent. Like so many people, LEO is going to go through tough times while searching for work. But thanks to the advice of a friend, will make a decision that will completely change your perspective: promoting services and training your talent, a company expert in career orientation for people who want to find work now!
Objectives and fundamentals of Benchmarking
Benchmarking is a continuous research and a learning experience. Ensure that the good practices are adopted and implemented. Benchmarking is a process of industrial research that allows commanders to comparisons of processes and business to business practices to identify the best of the best to reach a level of superiority or competitive advantage. Benchmarking is a method for establishing performance objectives and quality improvements based on best practices in the industry. Is an of the tools more innovative in the field of the quality. The word Japanese dantotsu-that means it better of it best-pick up the essence of the benchmarking. Is a process positive, proactive's change of operations in a way structured to achieve a performance top. The purpose of benchmarking is to gain an advantage competiiva. The definition of benchmarking is "the continuous process of measuring products, services and practices against more aggressive competitors u other companies recognized as industry leaders". (Camp 1994).
Goals of the Benchmarking
He purpose of the benchmarking derives from the need of define objectives reasonable and get it improves continuous. It is a process of management but more importantly, a means by which the practices needed to achieve the objectives that are discover new and understood. Benchmarking legitimizes the objectives based on the external orientation rather than extrapolation of past trends and internal practices. Given that the external environment changes so rapidly, the obejtivos fixing focused internally, often fail to discover what customers expect from their suppliers. The expectations of them consumers them direct a set of standards of the best suppliers of it industry. The last benefit of the benchmarking is help to achieve a performance leader that meets widely the constant expectations of them customers. The benchmarking is an ingredient important in the planning strategic and it improves operational. To remain competitive, amp strategies reach reuqieren organizations are continuously adapted to the changing market. To energize and motivate your people, organizations should: establish that there is a need for change identified that it should change to design a plan of how the Organization should seek to change the benchmarking covers the 3 postulates. Identifying the gaps between the Organization and the competence, benchmarking establishes that there is a need. Helping to understand how the industry leaders make things, benchmarking helps identify what needs to be changed. And showing that is possible, and that should make others companies, the benchmarking creates a scenario of how the Organization should find the change.
Fundamentals of benchmarking
Board is in an activity of benchmarking requires acceptance of the following fundamentals: know the operation. Assess strengths and weaknesses. This should include documentation of the process of work, steps and practices as well as the definition of performance measurements. Know to the leaders of the industry and the competitors. The capabilities can be differentiated, only knowing the strengths and weaknesses of those leaders. Incorporate the best and gain superiority. Adapt and integrate these best practices to reach a position of leadership.
10 competencies most valued companies in recruiting
HAYS, multinational company of selection of qualified personnel, a new employee has identified
10 qualities most valued by the companies at the time of hire . The list has been prepared based on the field experience of the company in hundreds of selection processes carried out over the past year. "We have identified a clear trend that puts the experience ahead of the formation" explains
Luke Noelia, commercial Director of HAYS Spain. "Also required specific skills such as management techniques of negotiation, interpersonal qualities such as proactivity and adaptability. He study shows a market each day more demanding that leads to them companies to sue new skills in their employees that them help to get best results of form more efficient, increasing the productivity labour and the competitiveness of their business. "The list we have drawn up in HAYS - adds Noelia de Lucas - is completely objective and candidates who meet one greater number of these qualities will have more opportunities to be hired." The sum of these skills, along with the training specific, would form the portrait robot of the candidate perfect that claims the company Spanish. The 10 qualities more sought after: 1.
languages: the companies agree. In a globalized world, multinational companies, agreements between companies from different countries and a steady stream of imports and exports, language becomes the key that opens the door to positions in companies that grow more "English is of course in many of the companies already gives" declares Lucas Noelia "now companies value the knowledge of a second language". 2.
adaptability: A quality essential in executives, since it allows a better integration and relationship teams work, clients and suppliers. High tolerance to changes and early adaptation to them is a virtue very desired by employers. 3.
loyalty: companies are looking for candidates who are familiar with the codes of conduct within the Organization, and people with experience within the company are the profitability of an investment that has already been. Promote domestic workers, through internal recruitment, for positions that are released in higher strata is less expensive than the market. 4.
versatility: an employee with skills in different fields and able to perform work in various positions and cover more stages in the production process. 5.
ability financial and budgetary: A trend every time more extended is the search of candidates with a training financial and skills administrative, with independence of the area of formation or specialization. Today there is a greater demand offering in this area. 6.
proactivity: valuable is the worker, according to HAYS, who takes the initiative in the development of creative projects and assumes the responsibilities that these projects involve, always surrounding himself with an aura of positivity and optimism. 7.
ability to work: a condition more scarce than it seems, the employee can concentrate their energies on their task and carried out although it involves more effort than normal. 8.
Capacity of negotiation: regardless of academic and vocational training, the companies selected candidates with capabilities to reach negotiations and improve the cost - benefit. In Spain it is necessary to strengthen this aspect in curricula of universities or business schools. 9.
Innovation capacity. Research and development-oriented profiles are highly demanded in the industrial and pharmaceutical sector where innovation is decisive for the growth. 10.
interpersonal skills: very necessary to maintain a positive climate of organization, communication and a high level of teamwork. The relations with customers and suppliers also are see beneficiary with a worker with good skills for them relations social. HAYS Spain is a company reference in the area of the resources human, that has with a long experience in the try with candidates and companies and a deep knowledge of what requests the market labor in each moment.
How do my employees help each other?
Heitor Chagas, former Director of RR. HH. of Petrobras Argentina and author of the book "The screen game" says that when he came to become the Manager of human Resources for the company, none of the staff of the human resources area informing each other. A director of resources human above, those had accustomed to not work in team. The members of the RR team. HH. they should individually give any information to the director, and it managed it at will. Is handled with the old concept of the accumulation of (information) power in a single person, to coast of it information that you had your team, and so do is essential for the company. By assumed that Petrobras which is a company with practices of advanced in management of resources human that not agrees with those practices of warlordism. With the new Brazilian director, people slowly had to get to be collaborative and interact to streamline tasks and make the best of it. To achieve that you people work together and help each other, as part of the organizational culture, said Chagas in his book, that commanders should encourage fields of communication, interaction and teamwork. • Promote the communication interpersonal, so all can express their opinions and • these serve to change the form of work. • Promote small celebrations, toast by reaching a target, delivery of recognitions and awards in public. • Perform activities of integration extra labour as games of football, marathons in teams, activities outdoor. • Organize most of how collaborative work or in groups. It is shown that teamwork increases productivity and improves interpersonal relationships. Thanks to Heitor Chagas by the interview for LosRecursosHumanos.com
Differences between index of prices to the consumer (IPC), inflation and cost of living
Since is usually treat the concepts of index of prices to the consumer, cost of living and inflation as synonyms, the INDEC given to know the differences between them. The National Institute of statistics and censuses only develops and publishes monthly index of prices to the consumer of the agglomerate great Buenos Aires (IPC-GBA). Index of prices to the consumer the main objective is measure the variation of prices of them goods and services representative of the expenditure of consumption of them households resident in the area selected in comparison with them prices existing in the year base. International recommendations for the development of this indicator are listed in manuals prepared by the International Labour Organization (ILO), the World Bank and the International Monetary Fund (IMF), among others. To calculate monthly CPI-GBA base April year 2008 = 100, the INDEC records the prices of a fixed basket of 440 goods and services in the autonomous city of Buenos Aires and in 24 matches of the Gran Buenos Aires. For this 50 interviewers relieve all the days local in the field geographical mentioned, in more than 6,000 business and collected more than 100,000 prices by month. Inflation the inflation is a concept more spacious that the index of prices to the consumer. Includes, in addition to changes in prices of goods and services for household consumption, the evolution of goods and services exported, used as intermediate consumption of industries and those buildup such as gross fixed investment or stock variations and prices of imported goods, among others for. The inflation is the increase continuous and widespread of them prices of the goods and services of an economy. Because it holds over time, continuous and widespread because it affects all prices. Cost of living the cost of living is a theoretical concept that seeks to reflect the changes in the amount of expenses that an average consumer spends to maintain their level of satisfaction, utility or standard of living, accepting - among other things - that it can permanently exchange their consumption between goods and services that give you the same satisfaction per unit of expenditure. Weighting is complex because it is based on subjective concepts (level of satisfaction).
Summary of differences
The index of prices to the consumer measures the evolution of prices of a set of goods and services representative of the consumption expenditure of resident households in a given area. Inflation includes in addition to the variations of prices of goods and services for household consumption, the evolution of goods and services exported, used as intermediate consumption of industries and those buildup such as gross investment for fixed. Cost of living theoretical concept that reflects the changes in the amount of expenses to an average consumer spends to maintain their level of satisfaction, utility or standard of living.
The generation Flux: professional anti-crisis
The Flux generation members are pioneers of the new, chaotic border business. Mention the paradox that the crises are opportunities for many and never said what is the profile of those able to navigate uncertainty and graceful exit. The Flux generation can be of any age and profession or sector of the economy. In an of the latest covers of the magazine Fast Company the theme main is the generation Flux: a new litter of professional cold, that assume risks, is reinvented to itself same and above all is feel comfortable in the chaos. Along with the recession, the recurrent crises and fears of financial instability, the breakdown of a model or status quo continues its March. The dissemination of information without friction and the expansion of the personal, corporate and global networks, have plenty of space to run. Today, when it seeks a successful forecast of what will come, the way forward and the model that will define the next was, it is impossible to predict the future scenario. There are no certainties. The next 2 decades will be defined more by the constant change that for a new paradigm. If you want to recognize a paradigm is that there is no paradigm. Thrive in this climate requires a completely different approach. Only some van to thrive and they are the generation Flux. Unfortunately the majority of institutions (educational, corporaticas and political) are obsolete, are not prepared for the times that lie ahead, and jobs for life no longer exist. What defines the Flux generation is a way of thinking that a business model takes advantage of the instability, which tolerated and even enjoy the change of course in a race, or a paradigm. His best skill is his ability to acquire new skills. From the fall of Blockbuster to the rise of Facebook or the decline of the economy American until the resurgence of Brazil, predict what goes to pass is has returned very complicated. For this reason, one of the characteristics of the profile of people who feel very comfortable in the crisis, is adaptation. In this changing environment, many companies are wondering what are the competitive advantages that have to stay?. What are the skills that really matter?. Flux generation is a name more Psychogeographical demographic says Fast Company. A Flux has worked at universities, in Government, in large multinationals, in micro-enterprises, is a technologist and at the same time man or woman of business. Is teaching and diploma at the same time. It is none of these things and at the same time is all of them. In enterprises, Flux look puts focus on all
stakeholders, not just customer service. Apply the knowledge external, know lead in situations ambiguous, listen actively and incorporate the idea of the collaborationism are trends rising by these days. It needs to have an open mind to be a Flux. The challenge more large not is hold on is to old epics and claim to revive them, but be avid of what will come although is uncertain. Focus on the future is the distinctive mark of the Flux that is both an imperative in the business. They are realized there is a model that has come to its end and not to worry. "The milkman has disappeared but we drink more milk than ever," says a Flux that is interviewed by FC. "Really we go back to the past?".
Habits of the Mexican surfer
LosRecursosHumanos.com 24 of April of the 2012 Mexico an of the forms in which the culture of each country is Express is through their habits and of his way of relate is with its environment. The natural role played by internet in our daily lives means that the way in which we make use of it is also a sample of the identity we share as a nation, having certain common aspects between the Mexican community.
Sailing time
The 67% of the users in Mexico uses internet between 2 and 12 hours to the day. Perhaps this figure sounds a bit overwhelming, but there is that consider that in she is includes to them people that spend their days complete visiting different web sites by reasons of work or of studies.
Without time offline
Out of the office or start the weekend not supposed disconnect is for many Internet users Mexican, since the 29% reads and responds emails during them nights and them purposes of week. There is a 10% that does, even being in a meeting or social event.
All the rage by social networks
9 of every 10 Mexican Internet users is registered on any social network, giving 15% of users revising theirs immediately upon awakening. Facebook and Twitter are the networks social more visited by the Mexican. Mexico is the 5th country with largest number of users in the site of Zuckeberg, while occupies the position number 7 in the page of microblogging.
Hungry for information
While in 2010 the main activity of users of internet in Mexico was chatting, in 2011 it changed to search for information. The 44% of them Internet users read content in line with greater frequency that in the last. In addition, there has been a growth of at least 8% in the number of Internet users who seek to educate themselves through encyclopedias or online courses.
Need for presence online
Each time more users Mexican comprise the need of having presence in the network, especially if is has of a business. Of this form, companies of creation of web sites as BaseKit, are seeing in Mexico a country with so much potential, counting with users that are showing a great interest. BaseKit, web publisher founded in 2008 which allows you to create websites easily, quickly and economically (without technical expertise or programming) landed in Mexico in mid-2011 and since then it is presenting a history of the most successful, with more than 8,200 internet pages created in the country and a monthly average of more than 380 new web sites. Government also has presence in other countries South American as: Brazil, Argentina, Chile, Peru and Colombia.
Tips on how to dress on casual day
Page Personnel, a company of the Group Michael Page International, stresses the importance of know choose what clothing used in the
casual day with the objective of care and contribute to the image professional. According to the specialists, the Council fundamental to not give a bad printing is have in mind that the
casual day form part of the week labor. Also, is recommended know agenda before dress is, since if that day there is a meeting with a client or a presentation, it best is bet by a production classic and let the clothes casual for the weekend. "Each time more companies used this political with the objective that the last day of the week labor is a day relaxed, although this not wants tell that is should be completely informal." We must take into account that this point includes both men and women,"says
María Olivieri, Manager of the HR division of Page Personnel Argentina.
Tips for those men: can leave the tie and the sack, but not is recommended change the shirt by a t-shirt of cotton. More formal people can use a Polo t-shirt. It is not advisable to use shoes instead of sneakers or a sports footwear. If it uses a jean, it best is that is of a color dark combined with garments more classic.
Tips for women: set aside the formal suit, used more colorful clothes, but not to abuse the neckline and very short skirts or tight pants. The shoes can be changed by Sandals, but it is not advisable to use chatitas as very informal gives an image. Never you must use clothing with rips, designs striking or animal print. It best are designs floral and printed that does not call the attention. "The secret is to combine with other more casual formal clothes. "Is key understand that the image that give them employees form part of what sold as professional, which is sum to his performance work", concludes Olivieri.
Definition of neuro-linguistic programming of the Spanish Association of NLP
What is the neuro-linguistic programming? The neuro-linguistic programming is a model of communication, which explains human behavior. Neuro-linguistic programming (NLP) is a set of methods and techniques that help people achieve their goals in different fields of a fast and effective way. Shows as we do, that internal strategies continue to be sad, happy, depressed, elated, motivated. Knowing these strategies, we can more efficiently manage our emotional States. Those humans not know the reality as is, but each one of us represents the reality of way subjective. Depending on our experiences, them models of behavior of the people that us surrounds, etc. create a MAP of the reality, that is different for each person, through which act in our day to day and configure our life and our relations. Neuro-linguistic programming (NLP) techniques and tools allows us to know our MAP and others to expand or even to modify our map for our objectives in a satisfactory manner. To do so, you are based on the observation of other people who have had success in that field and observed the techniques and strategies that have been employed to do this. Thus intends to identify and describe a model of these skills so that it can be transmitted and used by anyone who wants it. NLP refers to three basic aspects of human experience:
programming: from small will register all of our experiences that will make that we understand life and act differently from the rest of the people.
Neuro: our experience and our perceptions shape our system neurological that to your time gives place to our behavior.
Linguistics: verbal or non-verbal language that allows us to communicate with others and to transmit our experiences. How we created that map that we guide in our conduct?. Humans received a large amount of daily through the different senses stimuli, while sometimes we are not aware of it. All these phenomena pass through a series of filters: by omissions of information, distortions of reality, generalizations, metaprogrammes (mental processes that we use to organize the external information), beliefs, values and expectations. Therefore, the way in which we interpret the reality is different in each one of us, because every human being has a different beliefs or, for example, in a different way distorts reality. With this internal representation, we build our MAP which will be which condition our reactions to certain stimuli, creating an internal state that will generate a response or behavior through the verbal and non-verbal. When it comes to communicate with others, we can make it in three ways, through three sets of representations: Visual, auditory, and kinesthetic. When we communicate are giving tracks to the rest of how direct us to she to communicate us of form proper, these tracks are:-movements eye. When filter the information move the eyes though is of way light. Each filter this information according to their map. Thus, for example, if you want to remember something we raised eyes. -The language used. We must adapt our way of communicating our representation of reality, to the modality used by our partner to improve the quality of our communications with others. We can do this depending on the language used. -Physiology: posture and breathing. According to the modality that use (visual, auditory, kinestescia) in each time, take our position body and our breathing to that mode. But it must be taken into account that the communication is not only based on verbal language, but that gestures, movements, i.e., non-verbal language has greater weight when it comes to communicating with the rest. Here comes into play that NLP has described as rapport, i.e. a situation in which we are in perfect harmony, to taste, in harmony with a person and we are able to reach agreements with it. The rapport can be established both through verbal language and non-verbal. Thus, we can identify this situation of rapport, for example, when changing a posture systematically the other person change also your posture to adapt to ours. Then there is the rapport. Another element important at the time of establish a communication proper is the flexibility that next to the observation are the two maximum main of the NLP. While with the rapport we do is bring us closer to the other map and understand it, flexibility would be the ability to open up to other options that go beyond our established map. As a result of all this it programming Neurolinguistic us allows improve our communication based on all a series of techniques that will have as objective reach our objectives fast and effectively. How was born the programming Neurolinguistics? Neuro-linguistic programming was born in California in the hands of Richard Bandler and Jhon Grinder who met at the University of Santa Cruz in 1970 and which sought to find out what they were doing three famous psychotherapists in USA so they obtained effective results. Richard was a computer scientist who was then studying the last year of the career of psychology. To pay is their studies worked full-time partial in a publishing recording videos on the therapies of Fritz Pearls, the creator of the theory of the Gestalt. In addition, developed a great interest on these sessions by which proposed his teacher of the University develop a research work. To do so, it needed as well as a professor that he tutorara it. Grinder, on the other hand, was an Assistant Professor of transformational grammar which, in turn, required a student to tutor for the higher academic degree. That was the moment in which their paths are crossed. To begin with the research chose to three therapists that had with a great popularity in that time: Perls (creator of the theory of the Gestalt), Virginia Satir (therapist family) and Milton Erikcson (the best therapist of the century XX). Although those three came of models therapeutic different and trying to their customers of way different, Richard and Grinder is gave has of that them three had a great success in their consultations. By this, studied through recordings the use of the language that they made and their microcomportamientos to get those excellent results. As a result of this research, they discovered that all were a series of spontaneous verbal patterns in carrying out their therapeutic sessions that did had a great success in its consultations. She is systematized as well, all of these actions in what is known as the neuro-linguistic programming that is not "only a set of techniques, but rather a mental attitude of curiosity and openness", according to Richard.
≪◄►≫
Related Contents of Human Resources ››