Russia's Most Important Economic Sectors Essay Example | Topics and Well Written Essays - 1250 words

Russia's Most Important Economic Sectors - Essay Example Shortly after liberty, the new Russian government announced a much more determined program of political and economic reformation. The agenda included an alteration of the financial system from the values of state planning which is the basic and administrative direction to the well agreed market-based economics. As result â€Å"The economic decline bottomed out in mid-2009 and the economy began to grow in the third quarter of 2009† (Economy – Overview n.d.). On the other side, Russia’s financial growth was still focused mainly in a few sectors. The advantages of growth were not widely dispersed throughout the society. Over one-third of the people of the Russian Federation sustained to live below the poverty line. According to some study it is very clear that Russia’s long term challenges are inadequate workplace, corruption, complexity in accessing capital for smaller – non energy companies, and deprived infrastructure in need of huge investments. Ru ssia ranks ninth as the largest economy of the world: it contributes to the sixth place by purchasing power. The country has abundance of the petroleum, oil and natural gas. The country is also the store house of rare and precious metals. Despite the setbacks faced by the other countries in the erstwhile Soviet Union, Russia managed to be in a good position in the world’s economy. The main sectors of the Russian economy are energy, natural resources, agriculture, industry and manufacturing. Energy Sector: One error of the energy business is its construction, which is subjected by government-backed monopoly and distinguished by inequity next to private businesses, small family operators and global players. State-owned company such as Gazprom or Rosneft, as well as several confidential companies with close links to the supporting leadership such as Gennady Timchenko’s Novatek, has privileged admission to licences, upstream assets, tax exception etc. Foreign investors are able to function in Russia only if they set up good functioning relationships with member of the controlling clans. The quickest way to be honored projects and contract in Russia is to present those clans stake in reputable international companies. The energy sector also endures from poor value of administration. Since the rein of Vladimir Putin and his associates to power in 2000, activities to important positions in the Russian establishment, as well as the energy industry, have been made according to certain criterion: individual loyalty and the capability to manage cash flows Natural Resources Including Coal, Gas, Oil, Timber and Metals Sectors: Russia may contain as much as 35% of the world's supply of natural gas. It has proven reserves nearly twice that of Iran, the number two spot holder. Its reserves of oil are debated, but the US Geologic Survey estimates that they may be as high as 25% of the world's oil. The US Department of Energy states: "Russia is also the world's la rgest exporter of natural gas, the second largest oil exporter, and the third largest energy consumer" (Russian Resources 2010). The vast gas, oil, coal, and timber raw materials of Siberia and the Russian Far East create Russia rich in mineral deposits. On the other hand, most such resources are positioned in remote and climatically adverse

Desire and Disappointment in “A & P” and “A Woman on a Roof” Essay Example for Free

Desire and Disappointment in â€Å"A P† and â€Å"A Woman on a Roof† Essay It may be natural instinct for men to be attracted to a good-looking woman or one who displays more than the usual amount of skin in public. The level and type of attraction varies from one male to another. However, more often than not, the primary expectation or fantasy of the male admirer regarding the female being admired, is not met because these expectations and fantasies are based on his personal conceptions and stereotypes about what women should be and not what the particular woman he chances upon is in reality. The male protagonists in John Updike’s â€Å"A P† and Doris Lessing’s â€Å"A Woman on a Roof† exhibit different expectations on the female characters they meet but in the end, all of them would be disappointed and disillusioned with both the female character and, in turn, their own selves.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Updike’s hero is 19 year-old Sammy who works in the checkout counter of a convenience store. One day, three young women walk into the store in their swimsuits. Sammy’s reaction, along with another young but married co-worker, is typical of men their age: they gawk at the woman with sexual desire. Written in the first person point of view of the main character, the reader notes that what Sammy notices about the women are the usual things that men desire in women like â€Å"long white prima-donna legs†¦(and) clean bare plane of the top of her chest down from the shoulder bones†¦(Updike).† Her admiration becomes more than a physical attraction, however, when the store manager reproaches the girls for their out-of-place outfits. In a burst of impulse, Sammy resigns from his job, his reason being that he could not take the embarrassment that the store manager inflicts upon the girls. He imagines his resignation to be a heroic act which he expects the girls to notic. To his disappointment, however, they do not even look back at him. Outside the store, Sammy thinks about â€Å"how hard the world was going to be (Updike)† afterwards. He realizes that the heroism is simply his own conception about what he does and nobody else, especially not the girls, get it. He loses his job in the process and he has too much pride to take it back.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The three male protagonists in Doris Lessing’s story, meanwhile, react upon the sight of a barely-clad woman sunbathing on a rooftop. Like Sammy, the men lust at the sight of the woman in â€Å"red scarf tied around her breasts and brief red bikini pants (Lessing).† The initial reaction evolves differently among the three men, however, as the sunbathing woman becomes a daily distraction to their work. Harry, past middle-age, reminds the other two to think of their own wives as they look at the woman. To him, the woman is a possession that should be reined and controlled and the particular woman on the roof must have had a husband that is not doing his job. The newly-married Stanley is confident that women are willing and submissive when they are coaxed. He gets along with Mrs. Pritchett because she responds to him. Tom, the youngest, has an ideal, fairy-tale image of himself. He imagines himself â€Å"at work on a crane, adjusting the arm to swing over and pick her up and swing her back across the sky to drop her near him (Lessing).† He is a hero protecting her from Stanley. All the time while the men watches, yells and whistles at her, the woman remains indifferent. Days later, Harry eventually gives up. Stanley becomes more enraged as the day becomes hotter. Tony remains hopeful but suffers the most as in the end when he decides to finally go and talk to the woman he is rejected and driven away.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Men have been used to classifying women according to types based on superficial images generated by media or during talks amongst themselves. When a man encounters someone that does not fit any of the molds, she disappoints him greatly, more than even she realizes. The characters in the two stories illustrate how hope could turn into disillusionment when a man entertains grand ideas about a woman even before understanding her. Works Cited Lessing, Doris. A Woman On A Roof. Updike, John. A P.

Body Mutilation and Adornment :: essays research papers

Body Mutilation and Adornment There are various aspects through which people, especially youth, identify themselves. People are always sending some sort of communication out at all times, whether it is subconscious or not. Images and styles are adopted which communicate meanings about the individual to his/her peers and to society. Styles of dress, language, music, and dance are some of the ways that portray one's own unique symbols, values, and meanings. One other such signifier of identity is through body modification, particularly tattooing and body piercing. In today's society people have adopted the new style or trend of body modification. There are many reasons in which people obtain piercings and tattoos. Those who modify, manipulate and mutilate their bodies do so for many reasons. Some say it's simply exciting and pleasurable, or part of the latest fad. Others place it in the context of art, ritual or self-expression-they say it's an act with cultural and social significance. In contrast, many people can 't understand why someone would choose to put so many holes in her body or cut their skin. They see body modification as self-destructive, much like anorexia or bulimia. I am a prime example of youth urge toward body modification. Below I will talk about why, what, where, and how people modify their body and how people look upon them. Youth and adolescence is one of, if not the most, significant and influential moments in one's life, when youth are seeking their identity of who they are. Tattooing and piercing are one of the many ways through which youth may express their identity, for they are symbolic representations of how the self is conceived or understood. People may also want themselves to be portrayed as someone who they are not. For example, someone gets a tattoo or earrings just to look "tough" or "cool". I remember when I was young; I thought having an earring was the coolest thing and at the age of sixteen I couldn't take it anymore and pierced my ear against my parents will. Getting a piercing or tattoo symbolizes a certain change in ones life. These changes, no matter how miniscule they may seem, have a huge impact on a person's identity. Usually when a youth gets a tattoo or earring, they are symbolizing their maturity by finally being able to make a decision on their own and taking matters into the ir own hands.

Free Grendel Essays: Social Commentary :: Grendel Essays

Authors often have to choose between concentrating on either plot or social commentary when writing their novels; in John Gardener's Grendel, the plot becomes is a secondary consideration. Grendel's exploits provide the reader with a clear understanding of the strong opinions the author carries and can be seen clearly as a narrative supporting nihilism in its many forms. The reader easily perceives the blatant religious subtext in the guise of corrupt priests and the foolish faithful. The notion of the old being wise is unacceptable to Gardener along with any notion of hero idolization. Within his novel, Gardner expresses his views concerning religion, wisdom and nature. Religion plays a large role in Grendel. Priests do not want to perform their services without the proper payment, which, in turn, allows the rich the most access to 'religion' and God. The citizens of the village are also confusingly polytheistic and monotheistic. When praying to their king god does not decrease the frequency of Grendel's visits, they retreat to begging any god of which they have known for help. This reveals their faith to be not faith at all but rather faith that will remain faith as long as it can be proven. A proven religious faith is contradictory term, for it can only be placed in a religion that cannot be proven lest it is true faith no longer. Grendel's interludes with the dragon portray, at their onsets, the dragon as a worldly, wise creature with much to share. The dragon haughtily informs Grendel about his vast store of knowledge as he teases him with how much he knows. As Grendel's interests are piqued, the dragon expends the cumulative result of his travails: "Know how much you've got, and beware of strangers†¦My advice to you, my violent friend, is to seek out gold and sit on it" (Gardner page #). Although the dragon serves as a vessel to point out the necessity of Grendel and makes some pointed observations about mankind, all his respectability is lost with those two short sentences. The author is making an observation about materialism and the falsehood of wisdom always accompanying age. After all his years of intense scrutiny, the dragon can only grasp from human- and animalkind alike that possessions are the key to life's existence. Nature against society is also discussed in Grendel. The fact that citizens surrounded with religion and social status could be so easily overtaken by nature (Grendel) gives a sense of irony to the reader.

Hr Term Paper

Table of Contents: Introduction to SME Recruitment and the process involved Challenges faced by SME’s Overseas challenges Suggestions to overcome challenges What are SMEs? Small and medium enterprises (SMEs) are businesses that employ up to 250 people.No one is precisely sure how many of them there are because there are lots of companies that have limited liability status but are not trading and there are lots of businesses that are sole proprietorships that have escaped the official net of the tax man, the VAT man and the registrar of companies. We will see figures that range as high as 4. 3 million and as low as 3. 7 million, the best estimate being around 4. 0 million. Although the most usual definition of an SME is a company employing up to 250 employees, nearly all (over 99%) employ less than 50 people.In fact, three quarters of them don’t have any employees – they are sole operators. So, the emphasis really is on small rather than medium in the SME label. T he engine of economic recovery The significance of these small businesses is often overlooked. They are the ants in the ant hill rather than the more glamorous animals of the forest. And yet they make up a half of all the jobs in the UK and account for half of our GDP. Because they are small and tightly managed, decisions can be taken quickly and they are flexible in responding to changes in the temperature of the market.In the UK as in the rest of the world, SMEs are recognised as the most responsive engine of economic growth. Who are they? There are over 1,500 different classifications of SMEs. These are referred to as Standard Industrial Classifications by the Government and they are used to describe the nature of a company’s business. As might be expected, SMEs do not compete where large capital investment is required for process industries. Therefore, they do not exist in car assembly, steel making, cement manufacture and the like. They are found in profusion in the serv ice industries from vehicle servicing, hairdressing, retailing to the professions.There are manufacturers, of course, and they operate across most industries from complex electronics to traditional businesses such as metal bashing and wood turning. The SME shopping basket Every SME purchases goods and services in the pursuance of its business. They all have some basic needs such as telephones, stationery and they consume energy. Nearly all have office furniture and operate vehicles. They rent property and they buy legal and financial services. Depending on their industrial classification, they also will buy materials of one form or another.In total this adds up to over ? 1 billion of products and services per annum. Safety in numbers The most surprising thing about this huge shopping basket is that it is often ignored by marketers who have their sites on the larger corporations that appear to make easier picking. Whilst it is true that large buyers are easier to line up in the sight of a marketing rifle, they are not necessarily the most profitable. Slimma enjoyed being a main supplier to Marks & Spencer until M&S changed its buying policy and it lost the business. It not only lost the business; it went out of business.In contrast, RS Components has always seen the potential in SMEs and through its next day postal delivery service, it supplies a myriad of bits and pieces to businesses at premium prices and good margins. A simple decision making unit There are no complicated purchasing teams in SMEs. Very often it is just the boss who is tea person, book keeper, principal sales person and buyer. With all these duties, it is not feasible to agonise too deeply about the choice of a supplier. Decisions are made quickly and based on simple criteria such as the supplier is easy to buy from, it is good value, it is supported by the right kind of service etc.Once a purchase has been made, a relationship is established and very often a buying pattern is set up that wil l last for a long time. The B2B SME panel B2B wants to get to the hearts and minds (and purchasing patterns) of SME owners and has recently launched an online panel comprised of key decision makers within the SME sector. B2B has undertaken a rigorous panel recruitment programme to ensure a diverse and high calibre sample of thousands of SME decision makers throughout the UK, people who are notoriously hard to get hold of yet who buy hundreds of different services. In IndiaIn India, the Micro and Small Enterprises (MSEs) sector plays a pivotal role in the overall industrial economy of the country. It is estimated that in terms of value, the sector accounts for about 39% of the manufacturing output and around 33% of the total export of the country. Further, in recent years the MSE sector has consistently registered higher growth rate compared to the overall industrial sector. The major advantage of the sector is its employment potential at low capital cost. As per available statistics , this sector employs an estimated 31 million persons spread over 12. million enterprises and the labour intensity in the MSE sector is estimated to be almost 4 times higher than the large enterprises. In South Africa the term SMME, for Small, Medium and Micro Enterprises, is used. Elsewhere in Africa, MSME is used, for Micro, Small and Medium Enterprises. Size thresholds vary from country to country. The lack of a universal size definition makes business studies and market research more difficult. RECRUITMENT Recruitment is the process where the HR identifying the gaps to be filled, attracting the suitable person's cv's through different media ( like adds. n paper, approaching consultants, employee references, campus placements( when the requirement is huge), even u can verify active working employees in ur company through promotions/transfers) & etc. , upto receiving the cv's. selection starts from scrutining the received cv's, conducting the tests & finally ends with the HR round of interview for taking a desicion whether selected or not. Recruitment Process The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations.Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc).Short-listing and identifying the prospective employee with required chara cteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making Identify vacancy Prepare job description and person specification Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making The recruitment process is immediately followed by the selection process i. e. the final interviews and the decision making, conveying the decision and the appointment formalities. CHALLENGES FACED BY SME’S FOR RECRUITING NEW ENTRANTSChallenge One – Find, recruit & retain high quality sales people   Organisations of all sizes and in all market sectors have a major challenge in finding and developing quality sales people. The impact of employing average or poor sales personnel can seriously hurt SMEs, as these companies rely on a smaller number of sales staff. They simply do not have the resources, systems and processes that exist within large corporations to effectively mana ge, develop or re-deploy underperforming sales people. Having high quality, reliable and consistent sales people can make our sales function and a lack of them will break it.Organisations are able to invest in Health Checks, which reviews how the sales function is performing in terms of people, processes and customers. This health check also highlights the areas within the sales function which need to be developed, which is a good starting point for SMEs looking to build or enhance their sales function. Challenge Two – Develop high quality, profitable, long-term customers The issue of quality sales people is the main cause of challenge two – Developing high quality, profitable, long-term customers.The definition of a high quality customer is one where: * To have a win-win, mutually beneficial relationship * The relationship exists at the highest possible level with the key stakeholders * They take a number of products or services from you * They see you as a key suppli er or integral to their success * They believe in your people, brand and product, they will not use a competitor * They will actively promote your people, brand and product (word of mouth advertising & referrals) Gaining high quality customers is the focus of any successful business over the longer term.Look at any industry or sector where individual key players have shown steady, sustainable, controlled growth and where they have outperformed their competitors. You will notice a number of similarities around the quality of the sales people, perception of the brand, and standard of the product or service. You will also note that in the majority of these organisations, a number of reports and statements focus on' The Customer'. What makes these organisations so special is that they have simply developed an effective sales, supply, customer management and retention system.This system runs like a well-oiled, high-performance engine, where all the cogs turn and interlink in a highly eng ineered way. In business, this is like having a successful, proven ‘How to' users-guide for all the key aspects of sales and client fulfillment. Whether we like it or not, every business has a system that covers all of these critical sales and client management areas. What is evident is that these systems don't necessarily interlink effectively.In fact, some of these systems seem to work against each other and slow down progress, creating roadblocks for sales and client management to cross. Interestingly enough, high quality sales people also have a system they use at an individual level to sell effectively. This system guides them like a missile to the target and covers all areas of attitude, skill and execution of their tasks. If an organisation wishes to overcome the two key challenges of high quality sales people and high quality customers, they need to develop an effective system that covers sales and client management.An effective selling system has a huge number of bene fits to any business – too many to list, however they can be summarised into the following: * Increase profitability per customer and per sales person * Reduce cost of sale * Reduce lead times * Increase win ratio * Improve internal communication and access to information * Increase control and focus * Improve forecasting and business planning * Improve customer relationships and retention * Reduce churn of quality people We do not need to find, recruit and retain high quality sales people, especially as they are expensive.Even small organisations can develop quality sales people themselves and realise the key benefits this brings by simply introducing a successful selling system. This means that the organisation is reliant on an effective, proven and sustainable system and not on individual sales people to perform. If the system works, then the sales people can use the system to work for them. The system will show the organisation very clearly who is performing well and who needs to be developed, and it can even show exactly where and how.To clarify the key point, however, we are not saying that you can or should employ low quality sales people and tell them what to do, and how to do it. What we are saying is that the quality of focus has changed, from finding high quality sales people who can work individually and do the numbers for you, to developing a high quality, repeatable sales system. This is not a new concept; every successful franchise is built on this very principle. If a business wants to realise these benefits, then it is undeniable that they need to have an effective sales team.It is also undeniable that they need to develop high quality customers. If your organisation needs to realise these benefits and you would like the opportunity to work with a specialist, then contact Enact Services. They have developed the ‘Complete Selling System'. This has been designed specifically to address the challenges faced by your sales team(s). Thi s system has been proven to positively impact on the sales results of SME and corporate organisations. CHALLENGE IN THE TALENT WARThe global phenomenon in talent shortage has led to a ‘talent war’ amongst organisations large and small, across all industry sectors throughout the world. This talent war is all about attracting, retaining, developing and engaging a quality workforce that plays a critical role in impacting the organisations bottom-line and growth. With such a struggle for the best talents, it is no wonder that the SMEs often lose out to the MNCs which typically invest millions of dollars in their recruitment and retention strategies.Given that SMEs may not have such ‘muscle’ to fight the talent war, nonetheless it is becoming clear to business leaders / entrepreneurs that an effective HR strategy is critical for its long-term survival. The following are some of the typical challenges faced by SMEs today: Talent Attraction Not maintaining an acti ve database of potential hires – adverts are placed each time there is a vacancy without harnessing past database effectively Not implementing comprehensive hiring channels such as referral, graduate, recruitment internal transfers etc.Lack of detailed job analysis which leads to ineffective recruitment (i. e. often it is not known what are the key criteria for hiring the personnel and key success factors on the job) Weak or no employer branding – candidates do not have a good knowledge of the overall organization OR do not have a good experience during their recruitment exercise Not able to offer higher than average starting salaries and having ‘standard’ benefits/rewards Talent Retention Lack of a comprehensive orientation programme or induction training Lack of clear career path development for individual staffLack of communication of corporate goals/vision Lack of job-rotation : often SMEs lose talents as they are not able to provide new learning oppor tunities within the organization by redesigning jobs etc. Minimum investment in training ; development. We have heard: finding and retaining top talent be it for large corporations, SMEs, associations and consultancies is fast becoming a major challenge. In many cases, the challenge has become a factor in the loss of competitive strengths, and consequent decline of market share.Some underlying reasons are well known: demographics (the â€Å"baby boomers† are beginning to retire and not being replaced by equivalent numbers of new entrants into the workforce); declining unemployment; sustained high demand for candidates with similar profiles in many sectors, such as IT and Telecom; shifts in employee attitudes to loyalty and their work/life balance. But another, less obvious factor is at play: employers' response (or non response) and in particular the adaptation of their recruitment and retention strategies to a rapidly changing labour force landscape.In fact, pragmatically, t his is perhaps the most important issue. Employers can't change demographics, but they can change the way they recruit. Until recently, most employers were in the enviable position of being able to pick and choose among a plethora of spontaneous candidacies to fill most, if not all their open positions. In those cases where â€Å"Mr. or Mrs. Right† was not at hand, word of mouth, and an advertisement would more often than not elicit a more than adequate number of qualified applicants. The biggest challenge was making the right choice!But today, employers are facing new realities. And, as in any rapidly changing environment, those who are the quickest off the mark in adapting their attitudes and strategies will reap the benefits of stronger, more stable, and more efficient human resources. The more senior and/or technical the positions, the more vital this becomes. New challenges and the need for specialised assistance With many or even most employers fishing for the same prof iles in the same pond, yesterday’s recruitment strategies are fast becoming inefficient and un (or even counter) productive.The bottom line is that most employers are rapidly (re) discovering the value and economic sense of retaining, and building long term relationships with Executive Search firms. The simple logic is that the quest for talent needs to be both broader, and deeper than ever before. Chances are the ideal candidates are not scanning the â€Å"want ads† or online recruitment websites nor talking to friends about changing jobs. They could come from a different industry (which has already faced the challenge an employer is up against today), and thus bring fresh thinking and new vision.They may bring talent that will enable an employer to embark in new, lucrative business ventures. And they need to be in a position to contribute to an employer’s strategic plan. Leading Executive Search firms will build a highly personalised strategy for each individu al recruitment taking these complex factors into account. Headhunters†¦. and headhunters Most leading headhunters accept the title with a smile†¦. they generally prefer to be known as Executive Search consultants. Perhaps to more clearly identify themselves as employer business builders (via human resources), as opposed to simple recruiters.Recruitment agencies tend to use large databases of names, rely on electronic/web technologies, and place cold-calls to potential candidates whom they might never have met before. While not eschewing these methodologies, executive recruiters use their specialised and often personal networks of contacts to attract individuals to opportunities and search for candidates for the most senior positions. In Brussels, as an example, the typical minimum annual salary for a position that an Executive Search firm is retained to fill is â‚ ¬100,000.Consultants specialise within given industries, and typically have long-lasting relationships with their clients. These relationships are key, because the recruiter knows the nuances of the internal culture within the client’s organisation, and is best prepared to offer candidates that would make a good fit. In addition, executive recruitment firms often offer guarantees for the candidates who are hired. That is, if the individual resigns, for example, within six months of the date of hire, the firm will mount a new search to find another candidate. Taking care of the detailsCompanies that decide to search for a senior candidate using a specialised recruitment firm find that they save time and resources. Following an exploratory meeting to learn more about the position and after participating in a thorough briefing session, the search consultant returns a written description of the employer, the competitive situation, the recruitment context, and the position to the client for approval. The description is a key step, and the client must share as much information as possib le in order to enable the recruiter to identify the best possible candidates.Of course discretion is paramount – privacy of the client, as well as privacy of the candidates. Building on his experience as Managing Director and Marketing Manager for L’Or? al, Howard Honick has been a senior consultant with Alexander Hughes, one of the leading recruitment firms in Europe, since 2000. â€Å"We believe every mission, every client, every candidate is unique†, says Honick. Our consultants spend whatever time is necessary to understand every aspect of the mission; we pay particular attention to soft skills, and matching client/candidate culture†.Confidentiality is of course crucial. And we only present candidates to our clients who we know could be an ideal match in terms of experience and personality, and therefore make a long-term fit. † It’s all about who you know Executive recruiters know their client’s industries and have many contacts bec ause they have worked in the sectors themselves. Anne De Greef, a senior consultant at Alexander Hughes previously worked for many years in executive positions in business development, operations, strategic planning and M;A for DHL, UPS and as COO for Fleetlogistics/Wheels.Combined with her additional management experience in the chemical and leasing industries, she is well-placed to identify potential candidates for clients in these businesses, because she knows – and has worked with – many individuals in those sectors. â€Å"This detailed knowledge of and ability to recruit high-level executives is what makes clients rely on our services. Clients realise that top-level recruitment is not an overnight process,† said De Greef. Strategic recruitment impacts the bottom-lineRecruits for top-level appointments will eventually have a role in shaping the future of a company. They will be a part of the team making strategic decisions about the organisation’s dir ection and developing and enacting its business plan. Thus, candidates must have extensive experience and the business sense to succeed in making the right decisions. â€Å"There’s a lot on the line when filling positions for our clients,† said Honick. â€Å"The positions we help fill are vital to the client company’s success, otherwise the company probably wouldn’t invest in our services. Costs for recruitment services usually are linked to the salary level of the position being filled. Firms typically charge a placement fee when the candidate they identified and recruited accepts a job. The fee can be set as a straight percentage of the salary, or negotiated as a retainer. For some companies with ongoing hiring needs, the retainer model is usually the most advantageous. Widening the gene pool Once recruitment profiles have been defined, there are several steps to finding the right candidates.One of the most important is to take a cross-sector approach. Companies must not depend only on the talent that is already employed within their sectors; to the contrary, employers must extend their search for candidates to include industries that they may never before have mined. â€Å"Our experience shows that more and more companies are taking this cross-sector approach. This is particularly true in the financial sector, where we are seeing an increasing demand for mathematicians and actuaries to manage hedge funds and private equities,† said Honick.For big and small Surveys of European executives indicate that three factors are hampering corporate expansion: increasing bureaucratic and administrative complexity (regulation, compliance issues); uncertainty, as it relates to top line growth; and the difficulty of finding the best people to grow the company. These issues hold true for small, mid-size and large organisations. Executive recruiters specialise in filling senior leadership positions, no matter what the size of the organisa tion.Perhaps for SME’s, it is even more critical to find not just â€Å"the right person† but â€Å"the best person†, since each new recruit will have a proportionally greater impact on the existing team as a whole. â€Å"In smaller companies, the quality of internal human interaction tends to have a more immediate effect on overall results,† said Honick, â€Å"Also, responsibilities in an SME can cover more than one functional area. A Finance Director will probably have admin duties, and also might oversee HR. So we would need to find a person who can positively impact all three areas. ————————————————- Recruiting ‘in-house’ is typically the first reaction of most HR directors. But for small and mid-sized companies searching to fill management positions, looking within is often not feasible. Most likely, for young and/or small bus inesses the required talent does not yet exist in-house. So for middle and senior-level hires who will have a significant impact on the top and bottom line, it’s becoming more and more common for organisations of all sizes to rely on a executive search firm to find the best talent out thereOverseas recruitment and challenges: The rules of engagement Overseas recruitment has gone mainstream. Once viewed as the last resort of vaguely treacherous corporate wage cutters, hiring foreign workers is the newest trend for small and medium businesses struggling to deal with an unprecedented skills shortage. But the popularity of overseas recruiting – and a few well publicized instances of abuse by rogue employers – has caught the Government’s attention.In April 2007 federal Immigration Minister Kevin Andrews declared his intention to â€Å"clean up the system† by introducing tighter policing and hefty new financial penalties for employers who breach migratio n laws. All this means that overseas recruitment now presents greater risks and rewards for Australian businesses than ever before. For an increasing number of SME owners, coping with the skills shortage means this is a gamble they must take if they are to find the staff their businesses need to survive. So much work, so few workersEach month, economic data confirms what SMEs are experiencing on the ground: the skills shortage is getting worse. With unemployment already at a 32-year low of 4. 4%, in May 2007 the number of new jobs ads surged 10. 3% to 251,996, a massive 40. 8% rise on a year earlier. While shortages are being felt across the board, the cupboard is particularly bare for employers in the resources, information technology, professional services and hospitality sectors. Andrew Stormon, the manager of Queensland SME Mt Isa Fleet Maintenance Services, tells a common story. We advertised for 18 months trying to find people for mechanic positions; we just found we got very few responses, and those we did get didn’t have the right skills and weren’t suitable for the job. † In a booming economy, not enough staff means lost work and lost profits. â€Å"We lost in the vicinity of $500,000 because we continually had to knock back work. We lost one of our clients worth $250,000 because we just didn’t have the people we needed to service their fleet for them,† Stormon says.It is this combination of commercial opportunity and labour shortage that is driving business to recruit from overseas in increasing numbers. Immigration Department figures show 97,430 skilled migrants came to Australia in 2005-06, up from 77,880 in 2004-05. This number is set to increase to 102,500 in 2007-08. By far the biggest increase in numbers has been in the s457 temporary skilled migration category, under which employers sponsor foreign workers with in-demand skills to work in Australia for between three months and four years.There are reported to be 105,000 foreign workers currently in Australia on s457 visas, a number that could increase significantly next year. Navigate the migration minefield Bringing a worker into Australia is not just a matter of filling out a few forms and sending a cheque for the processing fee. Although there is a lot of information available – the Federal Government and industry associations are good sources – the migration process is complex and requires knowledge of both Australian immigration rules and those of the country from which a worker is migrating.Added to that is the difficulty of finding eligible candidates for the position in the country of origin, an especially difficult and time-consuming task in countries where English is not the first language. Given the complications involved, it is no surprise recruitment and migration service providers have proliferated in recent years, encouraged by low barriers to entry and the big dollars desperate employers are prepared to pay for good staff.It generally costs about $4000 to $6000 to have an agency find an employee and bring them into Australia, although prices vary depending on where an employee comes from and how they are employed in Australia. Jo Burston, the managing director of migration services firm Job Capital, says the time-consuming nature of the process and the heavy penalties associated with breaches of migration legislation means agencies offer good value for money for many businesses. â€Å"The Department of Immigration has very strict guidelines and the penalties can be substantial, so it’s a process that allows very little room for error.Since most SMEs don’t have specialised immigration staff, hiring an agency allows them to get on with their core business,† Burston says. â€Å"Most SMEs would hire an accountant to give them tax advice, they wouldn’t just have their admin person do it, and this is really no different. † Even businesses that can afford to devote staff to recruitment tend hire professionals to help them navigate the process. Mike Smith, operations manager at IT services and integration firm Anatas, says he supplements his in-house resources by outsourcing difficult aspects of offshore recruiting process. We would just burn weeks and weeks of staff time doing it all ourselves. Even with staff working on the process it can be time-consuming just providing the information and vetting candidates. There is no way to short-cut the process, you just end up causing problems for yourself if you do,† Smith says. Traps for young players and what to do about them Contrary to popular belief, the vast majority of businesses who hire foreign workers are not motivated by the prospect of lower wages.Imported workers cannot be employed to perform cheap unskilled labour and must be paid above a legislated minimum standard annual salary of $41,850 ($57,300 for IT staff). These rules are not flexible. The desire to avoid any furthe r horror stories of foreign workers being paid a pittance or charged outrageous migration fees has caused the Government to allocate more than $80 million in this year’s budget to increasing the monitoring and investigation capacity of the Department of Immigration and Citizenship and to increase penalties for breaching migration laws.From August 17, employers can be personally fined up $13,200 or, in extreme cases, jailed for up to two years for employing a worker without the appropriate visa or referring a worker without an appropriate visa to another employer; while businesses can be fined up to $66,000 for each offending worker they employee. More severe penalties are applicable if workers are being exploited through slavery, forced labour or sexual servitude. The complexity and bureaucracy that governs the skilled migration process means planning ahead is also important.Finding an employee and bringing them to Australia generally takes three to six months, migration serv ice providers say, with even longer lead times workers with very specialised skills are sought. A more obvious problem employers of foreign staff have to deal with is culture shock. Even for people who come with all the good will in the world, the shock of finding yourself in unfamiliar territory far away from family and friends can be too much to handle.Australian Recruiting director David Young, who recruits Asian and UK workers for Australia’s mining and healthcare industries, says it is rare for foreign workers to cut short their time in Australia because of culture shock, but it does happen from time to time. â€Å"It can be for all kinds of reasons: sometimes it’s the climate, the food, often people who come here don’t realise quite how big Australia is and get a bit of a shock if they find themselves in a remote location.On the other hand, I was talking to a company the other day who brought in workers from Sweden: they were very skilled but it didn†™t work out because there was a big difference between the sense of humour of Swedes and Australians,† Young says. Small things like meeting new arrivals at the airport, help with accommodation and transport, opening a bank account and taking out medical insurance can help minimise homesickness. â€Å"We brought someone in the other day who was a great musician and we connected him up with a local band; things like that can make a huge difference,† Young says.Once these hurdles are overcome, it seems there can be real upside to taking staff from other countries into your workforce. Mt Isa Fleet Maintenance manager Andrew Stormon says after dealing with some â€Å"out-of-date† attitudes on the workshop floor towards the four skilled tradesmen he brought in from the Philippines, the new arrivals have now become an important part of the business. â€Å"These blokes have turned up and keen as hell, punctual, their English is excellent and they really get in and wo rk.And their skills are fantastic: I haven’t come across tradesmen as good as some of these blokes for many years,† Stormon says. Another advantage of bringing in workers from overseas can be loyalty. Anatas’s Mike Smith says in sectors such as IT, where highly skilled employees tend to be highly mobile, this is be a big plus. â€Å"We have found workers we bring tend to stick with us. Often they will be looking to become permanent residents in a couple of year or perhaps it’s just because we have developed with them, but we’ve found they stick with us for a bit longer than Australian staff,† Smith says.As long as Australia continues to enjoy the fruits of the China-led resources boom, economic necessity will continue to drive Australian businesses to hire skilled staff from overseas. ————————————————- The key to making overseas rec ruitment a good experience is to take advantage of the information available and obtain professional advice and assistance where necessary. By going into the process with eyes open, a business of any size can successfully navigate the migration minefield. ————————————————- ———————————————— ————————————————- SUGGESTIONS THAT CAN BE IMPLIMENTED____________________ Outsource Outsourcing non-core activities is increasingly becoming popular even for SMEs. Instead of incurring huge fixed costs in manpower to manage recruitment/ retention issues with sophisticated IT software, SMEs can reap the following benefits by outsourcing such functions to the experts in the field: Cost savings Technology (a simple HR IT software can cost from to $50,000 to $300,000) Experienced HR staff to manage recruitment/retention issuesAdministrative time (even with the HR software, lots of time goes in updating, maintaining a database etc) Focus on strategic functions By outsourcing these functions, the HR can focus on vendor management and on making sure that results are achieved. Access to world-class recruitment/retention strategies Service providers typically invest millions in the most updated systems and technology as this is their core business. Hence by outsourcing such functions, SMEs can leverage on the service providers’ world-class technology.Create employer branding The service providers function as an extended arm of the SME. Hence by running the entire hiring process (right up to orientation) effectively, a positive brand image is created for the SME. Measurement of hiring effectiveness The HR can extract useful indices such as ‘q uality of hire’, ‘cost per hire’, ‘days to fill job’, ‘candidate experience’ etc. from the service providers. This will enable the HR to focus more on strategic issues rather than administrative tasks of the hiring process. Quality of HireThis is of critical importance to any organization – whether is there a good fit between the job and person. By outsourcing the hiring to experts, it has been proven that the quality of hire will improve. This means that the new hire performing better on the job and eventually affecting the organisation’s overall operational effectiveness and profitability in a positive way. Employer branding Having mentioned outsourcing as one of the strategies in managing talents, the responsibility on employer branding still remains with the organization.Companies need to brand themselves as choiced employers just like how they brand their products and services. There are some distinct advantages of bei ng an SME which need to be communicated to job seekers and existing staff. Being small can be an asset in many instances. Having a staff strength of less than 300 makes an organization a lot more nimble, fast and flexible compared to larger MNCs which often wait for global initiatives before implementing changes in their HR policies and practices.THE FOLLOWING ARE SOME TIPS FOR SMES: Talent Attraction Employer branding – focus on key strengths such as â€Å"innovative†, â€Å"fast-growing† â€Å"regional exposure† Provide flexible and innovative benefits/rewards that cater to individual needs Measure the current hiring effectiveness – indices such as ‘cost per hire’, ‘days to fill a job’, ‘effectiveness of hiring channels’, ‘candidate experience’ are critical so that SMEs can track where there are bottlenecks and where the hiring process can be improved. Plan career path for individualsMore growth opportunities, regionalization – which is attractive to the younger workforce. Talent Retention Shift from being family-oriented to more performance-based Communicating the corporate goals, vision, direction (for a more engaged workforce) HR can afford to give personalized attention to individual’s needs in terms of benefits, rewards, career goals, training ; development needs Invest in meaningful training ; development that leads to job expansion for staff Once the SME has established themselves as a hoice employer with attractive and innovative HR policies, retention strategies and career advancement opportunities, it is only a matter of time that happy employees spread the word. There is nothing more powerful for an organization than happy staff who become their ‘ambassadors’ wherever they go! This inevitably does wonders for enhanced employer branding and attracting better talents over the years. ******************************************************* **********************BIBLIOGRAPHY http://www. eurofound. europa. eu/emcc/content/source/eu06025a. htm http://en. allexperts. com/q/Human-Resources-2866/Challenges-faced-HR-Manager-1. htm http://72. 14. 235. 132/search? q=cache:yyt4gJDUXlMJ:www. gmprecruit. com/pdf/KC/SMEchallenge. pdf+recruitment+challenges+faced+by+SMEs;hl=en;ct=clnk;cd=1;gl=in http://www. hrmguide. com/recruitmentsmanagers/+tasksfaced+SME.

Lincoln Rhetorical Analysis Essays

Lincoln Rhetorical Analysis Essays Lincoln Rhetorical Analysis Essay Lincoln Rhetorical Analysis Essay To ensure the unification and positive future that Lincoln envisions for the country, he abets everyone to unite and make peace. Lincoln also summarizes the civil war and the negative outcomes that they need to overcome through directness, comparisons, parallelism and tone. Lincoln achieves directness by saying there Is less occasion for an extended address than there was at the first, to Introduce his speech. His ability to be direct shows the people it is ostensible that he Is serious about the Importance of unification after the civil war. Lincoln knows that If people elected him president he be willing to listen to anything he says, so If he can be direct to show how serious the situation Is, people will listen and his goal of ensured unification can be achieved. In addition, Lincoln creates parallelism between the two sides by saying one party would rather make war than let the nation survive while the other party would accept war rather than let it parish. Lincoln compares the sentiments of the two parties to point out the mistakes both parties made by not being unified thus regressing his main point of the importance of unification and taking another step towards another tepee towards the future he envisioned. In Lincoln envisioned future, the two will not make the same mistakes over again. That is why he stresses unification by creating parallelism. On the flip side, the president mentioned the similarities both parties shared, including references to the bible and God saying that they read the same bible and pray to the same God. It was strategic of Lincoln to make this reference because he intended to create one nation bound by God with unshakeable unity. Lincoln, palpably, cannot overstress his main point that one of many keys to the positive true of the U. S. As an undivided nation is unification. The overall tone of Lincoln second inaugural address is a serious one. His attitude towards the situation is serious and Lincoln really wants the country to bounce back from the ear and do it in a unified manner. In one last attempt to achieve his main point, Lincoln mentions that It was Gods will for them to unite because if it werent then they still be at war. Ultimately, this serves to show that his country is destined for a new bright future, Just Like he envisioned. Lincoln had a vision for the future of the country. The germane devices he used Like directness, comparisons, parallelism and tone all collaborated towards getting Lincoln main point across; this provides a better opportunity to ensure the amalgamation of the people and reaching Lincoln villas of an affluent nation. By decay Lincoln achieves directness by saying there is less occasion for an extended address than there was at the first, to introduce his speech. His ability to be direct shows the people it is ostensible that he is serious about the importance of unification after the civil war. Lincoln knows that if people elected him president heed be willing to listen to anything he says, so if he can be direct to show how serious the situation is, people will listen and his goal of ensured unification can be In one last attempt to achieve his main point, Lincoln mentions that it was Gods will for them to unite because if it werent then they still be at war. Ultimately, this serves to show that his country is destined for a new bright future, Just like he like directness, comparisons, parallelism and tone all collaborated towards getting amalgamation of the people and reaching Lincoln vision of an affluent nation.

Social Media Campaign Planning How to Crush It (Free Templates)

Social Media Campaign Planning How to Crush It (Free Templates) Strong social media campaigns start with strong planning. There are no shortcuts to success. Planning isn’t easy though. It takes both creative and strategic thinking to really get it right. It also requires clear communication with everyone involved in approving and executing your ideas, including your own team members and those of your client (if you’re working as a consultant or in an agency). What you need is a solid process and the right tools for the job. In this post, we’ll show you: How to lay out an effective planning process. How to document your entire campaign strategy. How to get it all done with some free templates (which we’ve included for you to download). Let’s roll up our sleeves and get to work. How to Crush Social Media Campaign PlanningSo, What’s the Point of Social Media Campaign Planning? Planning allows you to be thoughtful and intentional about your work. Let’s say you have an event coming up. You could just create some posts here and there to get the word out. Or, you could plan a cohesive campaign with clear and consistent messaging is much more likely to deliver results. Which approach do you think would produce better results? We’re not saying everything you say and do on social media needs to be planned out ahead of time. Some spontaneity is good. Social media moves fast, and you want to stay relevant. However, executing an entire social media marketing strategy completely on the fly, well, sucks. Itll leave your social team constantly scrambling to create and share content. The results will, almost certainly, feel rushed and unfocused. So, stop pulling your hair out while creating crappy content. Start planning instead. Stop planning crappy content. Start planning ahead instead.Do It Yourself: Free Social Media Campaign Templates + Bonus Calendar Make planning out your next campaign easy. Download these free templates: Social Media Campaign Plan Template: Outline all the details for your campaign. Social Media Campaign Content Template: Create all your campaign messaging and image direction. Social Media Calendar Template: When its time to execute your campaign, plan every post on your social media calendar. Each of these pieces will make it easier to put the following advice into action. Make social media campaign planning easy with these free templates:Manage and Measure Social Campaigns With : is the industry's leading content + social media marketing calendar solution. Here are the features that make it possible: Social Campaigns: Create and schedule entire campaigns on your calendar. Social Campaign Reports: Measure cross-channel campaign performance, compare campaigns side-by-side, and more. Best Time Scheduling: Ensure every post in your campaign publishes at the best time, automatically. When you're ready to upgrade from free templates, schedule a demo with our team, or try us free for 14 days. So, What Does a Social Media Campaign Really Look Like, Anyway? A campaign is really just a coordinated series of posts. They could all share a certain slogan or messaging, or promote a particular event, product, or piece of content. Those posts might be tied together with a consistent hashtag or visual aesthetic too. If you’re looking for some inspiration, check out these roundup posts of successful campaigns: Top 10 Influential Social Media Marketing Campaigns of 2016  from Adhere Creative. The Best Social Media Campaigns of 2016  from Tint. The 30 Most Brilliant Social Media Campaigns of 2015  from Salesforce (a little old, sure, but the examples includes are still great). Recommended Reading: 24 Creative Social Media Campaign Examples to Boost Your Inspiration Getting Started: Choose Your Channels There are a lot of ways to get started with campaign planning. However, there are a couple reasons why we suggest starting with channel selection: Your goals will depend in part on which social networks your campaign content is on. Creating that content would be nearly impossible without knowing which networks you’ll be using. For example, post copy that works great on Facebook might not translate into a quality tweet. If you need some assistance determining which channels might be best suited to your campaign, check this quick visual guide: Some other reasons to choose particular networks over others might include: Which networks typically perform best. You might want to focus on your top-performing networks. Which emerging networks are you considering experimenting with.  It's important not to chase every new network for no reason, but experimentation can lead to major success. Which networks have potential for your brand, but are currently underperforming. You might also choose to plan a campaign to improve your performance on one that’s struggling. Bonus Tip: Determine if your campaign will focus on one network, or span multiple networks. This will make it easier to gauge how long it’ll take to plan and execute your campaign. Set Your Goals Successful campaigns need a purpose. Before you get too far in your planning process, determine exactly what you want your campaign to achieve. Here are some ideas: Increase followers Generate email signups Promote an event Raise awareness around an issue Inform your audience about a new product or feature Once you have some broad overarching goals, connect them to actual metrics to measure success. The data you use to measure success to be directly connected to your goals. In order to set realistic goals, however, you’ll need to know how your content typically performs on social media. One way to do this is to dig into in-app analytics available for each social media network. Facebook: A Beginner’s Guide to Facebook Insights  from Kissmetrics Twitter: How to Use Twitter Analytics  from Twitter for Business Instagram: Free Instagram User Report  from Simply Measured Pinterest: A Guide to Pinterest Analytics  from Pinterest LinkedIn: Understanding Company Page Analytics  from LinkedIn Google+: Google Plus Analytics: How to Measure Your Results  from Steady Demand Once you know where to gather your performance data, you’ll need to know how to connect your metrics to your goals. Here’s a quick visual guide: When you’re preparing your campaign plan, you can summarize your goals following this format: â€Å"This campaign aims to improve [INSERT GOAL] by [INSERT PERCENTAGE] over [INSERT TIMESPAN].† Your goal can get even more specific than what’s on the graphic shown above, too. If your goal is to improve brand loyalty, your goal statement might read something like this: â€Å"This campaign will strengthen brand awareness by growing our Twitter following by 25% over three months.† Simple. Specific. Accountable. That’s all your goals need to be. Recommended Reading: How to Use Social Media Analytics to Create the Best Content Figuring Out Your Audience The first step in social media campaign planning is determining your audience. This could be your core customer base, or simply a specific segment of your total audience. For example, if you sell automotive parts, you might create a campaign promoting winter vehicle accessories to followers in snowy areas. Or, if you sell musical instruments, you might create a campaign targeting people who play a particular instrument. Recommended Reading: How to Find Your Target Audience and Create the Best Content That Connects Next, You’ll Need an Idea Successful campaigns are driven by big ideas. In traditional advertising parlance, a â€Å"big idea† is a general overarching theme or concept you want to communicate. Nike’s â€Å"Just Do It† slogan is a classic example. The company realized people’s aversion to working out was a roadblock stopping them from buying running shoes. So, they devised messaging that pushed people to â€Å"just do it† anyway. How do you come up with creative ideas like this? Start by connecting two things: A problem for your audience. A solution you can solve for them.Your Audience's Problems + Your Brand + Creativity = Your Next Social Campaign IdeaYou could also approach this in terms of finding an intersection between your audience’s interests in general, and your product or service. This connection is what makes most classic creative slogans work (and good content marketing in general). Recommended Reading: How to Generate Better Social Media Campaign Ideas Like a Creative Genius Determine Your Post Frequency and Schedule Write your posts first. Start off by determining two things: How many posts will you write? How far out will these posts be scheduled? The answers to each point above depend on the importance of what you’re promoting, the size of your budget, and how much time you have. Here are some hypothetical examples to consider: Your business is planning a summer sale. Ideally, your first post would kick off on the first day of summer. From there, you plan weekly posts throughout the duration of the sale. You’re planning promotions for a major charity event. Since you have sufficient budget to shoot video, you choose to focus on video-friendly platforms like Facebook and Twitter. Your boss hands down a specific directive to increase your Twitter following. You decide to focus on a high-volume Twitter-only campaign that encourages sharing. These are all common situations marketers find themselves in. They’re also all completely different from one another, requiring different numbers of posts across varying numbers of social channels. So, what you’ll need to determine is how much content does your campaign really warrant. Then, you’ll need to lay out a plan that fits an appropriate level of effort and attention. Here’s what a hypothetical posting schedule might look like for a large-scale social campaign: 12 Facebook posts 12 posts on Instagram 24 tweets Eight Google+ posts Five LinkedIn updates Three Pins on Pinterest Let’s say you have a smaller campaign promoting an original research report you’ve produced. You decide your Facebook audience might not be interested, but your followers include a high number of professionals on Twitter and LinkedIn. In this case, here’s what your post outline might look like: 12 tweets Three LinkedIn updates One Google+ post These aren’t scientific numbers by any means. The key takeaway here is to simply consider how many posts you’ll create for each network you’ve selected. Getting this right might take some trial and error, and that’s okay. Just make a plan, execute it, and see what happens. Just make a plan, execute it, and see what happens. #social #mediaKeep the Rest of Your Social Scheduling in Mind, Too If you’re curating content, resharing evergreen content, or running multiple campaigns at once, keep all of that in mind. Be careful not to oversaturate your social channels. Recommended Reading: How Often to Post on Social Media? [Proven Research from 10 Studies] What 20 Studies Say About the Best Times to Post on Social Media The Social Media Posting Schedule That Will Boost Your Traffic By 192% Put Your Campaign Plan Into a Proposal If you’re a consultant or agency marketer, you may need to get approval for your campaign. One way to do this is with a well-crafted proposal. Generally speaking, your proposal should include: The name of your campaign. A brief summary describing your idea. A quick description of your intended audience. An outline for how many posts you’ll create. Clear goals tied to specific performance metrics. If you’re running a smaller campaign, you might go into more detail and include an outline for each post in your campaign. For example, if you were running a contest, your post outline could look like this: First post: Campaign kickoff introducing the contest. Second post: A promotional post explaining that the contest is underway. Third post: Another promotional post telling your audience time to win is running out. Fourth post: One last post encouraging people to enter. Fifth post: A â€Å"contest closed† post letting people know you’ll be announcing a winner soon. If you’re planning an extremely high volume of posts, mapping out each one this way may not make sense. However, if it’s reasonable to do so, it can help you lay out a clear purpose for each post throughout your campaign. And doing things with purpose is why we’re investing in campaign planning in the first place, right? Recommended Reading: How to Quickly Build Social Media Proposals That Win Clients (Free Template) Putting Your Campaign Plan Into Action Now it’s time to roll up your sleeves and get the real work done. This is where the rubber meets the road, so to speak. Write Your Post Copy As you’re writing your social media posts, keep these things in mind: Do these posts need to be in sequential order? For example, if you’re running a contest, you might need posts announcing the start and end dates, plus more posts in between. Make sure your posts make sense within context of one another. Would this campaign benefit from using a hashtag? If so, would it be better to leverage an existing hashtag, or create one specific for this campaign? What sorts of visual content will these posts need? For each one, give your designer some kind of direction to work with. Make sure your post copy will match those images, too. It’s also important to craft unique messages for every social network. What works well might not be a good fit on Twitter, and so on. Write out each post either in a spreadsheet or word processor (the download bundle in this post includes a free spreadsheet for this purpose). For each post, include the following: Post copy Image direction A URL (if you'll be including a link) The post's order in your campaign A hypothetical example might look like this: Post 1 Copy: This is an #awesome social media post. Image: A person doing something awesome. URL: awesome-site.net/super-awesome Recommended Reading: This is How to Write for Social Media to Create the Best Posts A Few Writing Tips to Help Your Designer Out Assuming you’ll be creating images for your posts, we recommend having a writer put together image direction first. The two-person writer / designer team structure goes back to traditional advertising. Typically, a writer will sketch out an idea that a designer helps bring to life. If you have a designer on staff, this approach can help create a seamless workflow for your campaign creative. Sometimes, writers and designers can butt heads. This is sometimes the result of miscommunication. If you want to keep your designer happy, follow these tips: Be realistic about what your designer can accomplish. It’s easy for our imaginations to be bigger than what’s possible within our budget and timeline. If you’re not sure if your designer can create something, ask. Communicate your vision as clearly as possible. Be specific or don’t complain when the results don’t turn out how you would have liked. If your images need stats, charts, or graphs, provide that data. Let your designer know exactly what you're envisioning. If you find yourself struggling to explain your ideas for an image, consider using MS Paint (Windows) or Paintbrush (Mac) to make a rough sketch of what you’re thinking. It doesn’t have to be great, as long as it conveys what you’d like the end product to look like. Recommended Reading: How to Use Hashtags the Right Way on Every Network Then, Move Onto Creating Visual Content Once your copy is prepared, it’s time to create visual content. This could mean having a designer create images, or you might choose to shoot videos. Follow these tips for keeping everything consistent: Stick to one aesthetic. Use a consistent color scheme throughout your visual assets. Whether you choose photos or illustrations, consider sticking to one or the other. This will help give your campaign assets a consistent look. Stay on-brand. Ensure all visual content matches your company's brand standards. Recommended Reading: How to Make the Best Social Media Images the Easy Way How to Do Facebook Video Marketing the Right Way How to Get Started With Twitter Video Marketing Put All Your Posts Onto Your Social Media Calendar The next step is to drop all your content onto your social media calendar. If you're using a spreadsheet (or ), we recommend color-coding campaign content. This will make it easier to quickly see which posts belong to which campaign: This social media calendar template is included in this post's free template bundle. Recommended Reading: 2017 Social Media Marketing Calendar: How to Organize a Year of Content the Easy Way How Can Make Campaign Planning Easier? ’s Social Campaigns and Social Templates features make campaign planning and execution easy. Let’s look at how it works before we wrap up this post. Start by creating a new calendar item and create a new social campaign: Then, give your campaign a name and fill in the description field: Next, let’s apply a Social Template. These are reusable posting schedules you can build and save in . If you don’t have a social template you’d like to use, create a new one. Start by selecting +New Template. Then, click Create New: Give your new template a name and click Next: Then, start adding social helpers. You have three options here: Text Helpers Image Helpers Video Helpers These are essentially fields that allow you to create text, image, or video posts. Pretty self-explanatory so far here. Select one, and then give the template a name: Next, add your post content (leave this blank if you’d like to create a generic template to reuse later): Use the â€Å"Select a social profile †¦Ã¢â‚¬  dialogue box to choose a profile for each post. Then, select the day and time you’d like to schedule each post (or use Best Time Scheduling to automatically determine your optimal posting time): Repeat this process until you’ve added all your campaign content. Once your posts are scheduled, they'll appear on your calendar alongside all the rest of your content: Social messages can be toggled on or off to appear on your calendar. If you’re looking for a more detailed demonstration, this video breaks down how Social Campaigns work: Social Campaign Reports: Measure Social Campaign Performance in Once you've executed your campaign, it's time to measure your results. The easiest way to do this is with Social Campaign Reports in . This report makes it easy for your team to: Evaluate campaign performance across multiple networks (in one place). Unite campaign data from Facebook, Twitter, Instagram, LinkedIn and Pinterest in one report. So you can gauge the success of your latest event promotion, product launch, or other specific campaigns across social media. Eliminate those â€Å"gut feelings† and use hard data to make strategic decisions. Get access to performance metrics that help you analyze trends, identify problem areas, and continually refine your social content. Quickly pinpoint correlations between two campaigns with side by side comparisons. Compare similar social campaigns or posts side-by-side to test what’s working (and what isn’t). So you can continually fine-tune your messaging for your evolving audience. AND create presentation-ready reports to share with your team and VPs.  Provide data-driven feedback to your employees and define your marketing decisions to your CEO with metrics and analysis people can actually understand. Learn more about how it works, or schedule a demo with our team to see it in action. Crush Your Next Social Media Campaign Planning out social media campaigns can sometimes feel like a waste of time. It isn’t. The better you plan, the better you’ll execute, and the greater returns you’ll see from your efforts. It’s time well spent, and now you have the knowledge and tools to do it right. What’s your top tip for planning social campaigns? Drop us a comment below and get the conversation started.

Just Like My Brother Professor Ramos Blog

Just Like My Brother Back when I was in 4th grade wanting to be a crazy good skater like my older brother was one of my biggest goals in that time. My friend Freddy and I both wanted to learn how to skate, so we would hang out right after school and whip out our skateboards. Me being the investigator I am, I would look at all the sponsors such as Plan B, Toy Machine, Blind, etc, the one that stood out to me the most was the brand Darkstar. It took me a lot of hard work to save up the large amount of 40 dollars for the skateboard. Freddy had a fresh looking Plan B board that was the smoothest skateboard I have ever rode in my life. So after school we would throw our backpacks onto his porch and start riding around in our skateboards trying to ollie over the little cracks in the road. Our older brothers would come out around 6 pm riding their skateboards, they would always make Freddy and I compete. Not only did I want to make my older brother proud, I wanted to actually learn how to Kickflip, Heelflip, Po p shove it, which is mostly the basics. To start it off they would show us how to do the tricks with visual representations and then they would tell us to try. Freddy and I got so many bruises and scrapes from losing balance and not landing on the board correctly. Nothing hurt more than the boards trucks hitting your ankles attempting to land a pop shove it, but we would hold back those tears to prove to our brothers we can learn to do these tricks. After 8 pm Fredddy’s mom would call him and his brother in for the night, but lucky enough for my brother and I our parents were lenient with us being home late. So with us still having some time to skate he would teach me more on how to land these tricks with ease. He would always be patient with me because he knew I was going to get with more practice. When trying to land the tricks he would wager me landing these tricks, for example, he would say â€Å" I bet you 20 bucks you cant land a kickflip in 5 tries, with him doing that it pushed me to do better because I wan ted those 20 dollars and I knew he believed in me. Looking at this I knew from there my brother is one of my greatest literary sponsors because he believed in me not only in skating, but also in my education and sports such as soccer. Even the days when I wanted to throw the towel, he would tell me â€Å"pick your head up kid, do you want to be a quiter or a winner†, and for some reason things like that always got to me because I wanted to prove to myself that I could do anything I set my mind too. Until this day I continue to think to myself those kind of examples he would tell me when I was younger and still put them to use in my everyday life. It was a beautiful Saturday morning during the summer, my brother yanks me from my bed and says â€Å"hurry your ass up, we going to skate at Park View Middle School†, me hearing that felt great because I watched skating videos all the time and they would always be at schools olling over stairs, kick flipping over stairs, grinding on the benches, and lastly they would always be with a group. To me being with a group of people was always the fun part about skating. I got out of bed ran to the kitchen put two waffles into the toaster, 3 min laters BOOM they come out, I smeared the butter and put my delicious syrup on it and in about 2 minutes I finish, then I chugged my warm glass of milk run to the bathroom to brush my teeth. After my routine for every Saturday morning my brother and I go outside to go knock on my friends door so him and his brother can come with us to skate at the school. Both of our parents worked Saturday morning so we never had a ride to places we always ha d to skate to the places we wanted to go, I am not complaining about it because it was fun to ride fast down hills and stop by liquor stores to get a 89 cent polar pop at Circle K and a bag of Takis was always my go to. Anyways us 4 my brother, Freddy, Freddy’s older brother, and I raced to Park View which would be about a 25 min ride from our trailer park on 4th street. The ride down hill from 5th street to Meadow Creek was the fastest you can go downhill on a skateboard and me being me I always tried to go the fastest no matter what. When I was going down that hill, I noticed my board was getting a little unsteerable (speedwobbles), either I was going to jump off my skateboard and hope not to trip or fall and get all scraped up, so me being the hard headed person I am I stayed on the board and tried to control the wobbles but I failed. The fact that I didnt control the wobbles I fell and banged my head onto the concrete and got my hands, elbows and knees all wounded. After that experience my friends and brother all laughed and I cant blame them because if that happened to one of them I would laugh my ass off. I got up from the ground with my head throbbing of how hard it hit the ground, I started bleeding from my head, but we just put water and I used my shirt to wrap it around my head. I was a little upset and I wasnt as energized as I was before, but brother once again talked me out of going back home. He said â€Å"what if you land that kickflip over the 6 stair today? I guess you’re never going to know because you let this one thing get to you and now you want to quit.† I thought about what he said and of course he convinced me. I answered with â€Å"alright fine, if I do land it though, you have to give me your PSP†, he slapped my head in a laughing way and said â€Å"you’re funny kid†. We make it to the school and right away we look around to see if anybody is there because if there was they would always c all the police which would always be the day killer. Thankfully this day nobody was there and we continued to grind those benches and do a couple of tricks off the stairs. Both Freddy and I were at the same level and we always were in competition with one another so we made a bet to see who was better by whomever landed a kickflip over the 6 stair first was the better skater. There Freddy goes riding as fast as he can, to get enough momentum to pull off the kickflip over the stairs he completes the ollie, but fails to flick the board to do the kickflip so he lets the board go and lands on his feet with anger in his eyes. He looks at me and says â€Å"you’re up loser†, I look at him and say â€Å"nice try pal†. Then I pull up to the stairs not going as fast, but still enough to go over the stairs, I complete the ollie and I remember to flick the board so I see the board doing a flip and I catch the top of the board with my feet and land with a big ol smile on face. Looking back at these days not only brings me happiness because I proved my worth and showed what I can do, that day I realized I was always going to have someone real on my side. That real person is my brother, he opened my eyes to the world where I can do whatever I set my mind too.

Climate change and adaptation and mitigation Essay

Climate change and adaptation and mitigation - Essay Example s of carbon dioxide have increased from a pre- industrial value of 278 to 385 parts per million in 2008, and the average global temperatures rose by 0.74 degree Celsius. In line with scientists, this is the fastest and largest warming trend they have been able to distinguish in history. With the increase in temperatures, the United Nations Intergovernmental Panel on Climate Change shows that the rate of recurrence of severe events such as those of heat values, drought and heavy rainfall will increase, negatively affecting agriculture, forests, bio diversity, water resources, industry, human health and settlements. Higher temperatures are predicted to raise sea level (Karling, 2001). This will be an outcome of thermal expansion of oceans and melting of mountain glaciers and ice caps together with portions of green land and Antarctic ice sheets (Hardy, 2003). In addition, amplified concentration of atmosphere carbon dioxide is causing oceans to become more acidic threatening viability of aquatic life. This concentration will not fully disperse for thousands of years. The need for action progressively grows more urgent. Basic hypothesis, climate model simulation and empirical evidence all approve that warmer climates, due to water vapor that increases result in more intense precipitation events even when the total annual precipitation reduces to some extent, and with predictions for even stronger events when the general precipitation amounts increase. The warmer climate thus increases risks of both drought and floods but at different places and times. For example, the summer of 2002 in Europe brought prevalent floods, however, later in 2003 heat waves and, drought followed which created a historic record. The distribution and programming of floods and droughts is most intensely affected by the sequence of El Nià ±o events, principally in the tropics and over considerable mid-latitudes of Pacific-rim countries (Hardy, 2003). Adaptation to climate change is a reaction

Law Essay on Partiality Theory Example | Topics and Well Written Essays - 2000 words

Law on Partiality Theory - Essay Example On the other hand, there are some world’s population of refugees that is either impossible or impractical to first find their way into a neighbouring country and then later from there, seek resettlement3. One of the reasons for this could be that the countries neighbouring the conflicted country are not part or are not signatories to the laws applying internationally, which are supposed to ensure that those individuals are safe in those neighbouring countries4. Moreover, it could be that the escapees would not be safe especially if that country showed sympathy to the prosecutor regime. As such, those individuals are referred to as asylum seekers. Partiality theory, as used in issues concerning refugees and asylum seeking, exists as a virtue making up contemporary or present international systems. As such, these international systems give states a right in deciding which individuals will be admitted for entrance and who will not. Still, the term encompasses the individuals, who have been granted a permission to remain by being given an exceptional leave or even have been given an indefinite leave to remain. In regards to the past two decades, issues pertaining to migration have been a major as well as a top concern to the public. As such, it is a weighty issue mostly in the UK, across Europe and in most industrialized countries across the world5. Therefore, contextualisation, which tend to be taken in response to refugees as well as asylum seekers within a range of measures, which are broad in nature, do relate to visitors and migrants to various countries in the world especially in across the UK. As such, the Governments themselves tend to seek integration of measures, which it takes in response to the refugees and the asylum seekers within those broader policies associated with migration. Still, there emerges significant merging involving several categories of migrants, refugees as well as asylum seekers in the context of the press coverage as well as i n the public imaginations6. The purpose of this discussion is to access how partiality theory is applied in countries in deciding who enters the country and how it reduces the chances of vices after entrance of refugees and asylum seekers. Where questions arise concerning the admittance of foreigners to membership and the disturbance caused to the current lifestyle as well as the citizens’ commitment share, an account for the partiality theory usually tends to give the best answers. As such, a tremendous amount of individuals entering the state either legally or illegally would lead to social vices and misdemeanours such as; tensions and racial violence, infrastructure are placed into extreme pressure, liberal and democratic institutions undermined and even jeopardizing the law and order in a country. In a number of cases, new settlers tend to threaten the capability to fulfil the responsibilities of these states, which are fundamental in an effort to satisfy the basic needs as well as the requirements of security for its citizens. New policies, operational guidelines as well as laws plethora have been introduced in many countries signified in the recent years and thus suggesting a continuity of uncertainty in relation to how the issues concerning refugees and the asylum seekers as well as migration in general are addressed. According to

Facebook Phenomenon Essay Example | Topics and Well Written Essays - 2250 words

Facebook Phenomenon - Essay Example These sites are defined as web-based services that permit people to create a semi-public or public profile in a bounded system; convey a list of other people who they share a connection with; and examine and navigate their record of connections and those of other users inside the system. Today, social network sites with varied technological affordances thereby sustaining a broad range of practices as well as interests exist in hundreds. Whilst the key technological features of these social network sites are consistent, the cultures emerging around them are different. Although most sites encourage pre-existing social networks’ maintenance, others assist strangers to hook up founded on shared interests, activities or political views. Moreover, while some sites take care of different audiences, others draw users based on nationality, common language or shared religious, racial, or sexual identities. This paper delves into Facebook, a popular social network that has taken the 19th century generation by storm. Introduction Facebook refers to a very popular internet phenomenon, primarily a site for social networking that allows individuals worldwide to communicate, share videos and photos as well as play such games as Oregon Trail, Scrabble and Chess. Facebook profiles are made up of a collection of small, java-based programs that one can add, and just like Mac, some of them link seamlessly to iPhoto, iTunes, and iCal. Unlike Mac, Facebook is free of charge (Mac Life, 2008). According to reports form Facebook users, on average, most people use between 10-30 minutes daily in Facebook and have between 150-200 friends on their profile (Ellison, et al., 2007). Gallaugher (2009) explains that Mark Zuckerberg, a student from Harvard, created Facebook in the year 2004 February and that Facebook was resulted from Zuckerberg’s drunken tryouts in his dorm room, with one of his experiments comparing his colleagues to farm animals, which almost led to his expulsion from the school. He was a sophomore in Harvard and in the weeks that he spent working on Facebook, he did not even have time to study for ‘Art in the Time of Augustus,’ a course that he was taking. He instead spent time creating a Website that contained every artwork in class and pinging his fellow students to put in to a common study guide. In a very short time, the acumen of crowds generated a sort of traditional Cliffs Notes for the module and following the appraisal of the Web-based crib pane, he championed the test. Later that year, Zuckerberg dropped out of Harvard. At first, the network was restricted for Harvard scholars. Phillips Exeter Academy, Zuckerberg’s high school, came up with the initial idea for the expression Facebook. The school passed the Face Book around to all students as a means of helping students to be acquainted with their classmates for the next year. During that time, it was an actual paper book and many colleges essentially gave stu dents printed facebooks, which included the students’ biographical information, study areas, interest areas among others. Zuckerberg introduced it to the internet and it was a great success. Within a fortnight, half of Boston’s colleges and universities and finally major corporations began requesting for the Facebook network. In four months’ time, Facebook included thirty new school networks. To assist in building Facebook, Zuckerberg recruited his friends Chris Hughes and Dustin Moskovitz immediately (Treadaway & Smith, 2010). By the time Zuckerberg was twenty-three years old, he had won the favor of Newsweek – he was appearing on their cover and they were profiling him on sixty minutes. Moreover, the tech world

Business Statistics Essay Example | Topics and Well Written Essays - 1500 words

Business Statistics - Essay Example Principal Component Analysis helps us in identifying the factors which appear in the items and also helps in determining which items contribute to each of these factors. The main assumption of PCA is that there is no error in the data. KMO and Bartlett's Test helps in determining whether it is appropriate to apply Factor Analysis and Principal Component Analysis to the given data set. The value of KMO should be greater than 0.5. Here the value is almost 0.5 and it may be appropriate to apply Principal Component Analysis to this data. Further the Chi-Square statistic is 14.312 with 6 degrees of freedom which is significant at 5 % level of significance. Thus Factor analysis may be considered for analyzing the data. The next out put is the Communalities. These values are inserted in the diagonal of the correlation matrix which help in identifying the underlying dimensions and common variance. In this table the column " initial ", the communality for the variables is 1.000 which were inserted in the diagonal of the correlation matrix. The next out put is " Total Variance Explained" gives the "eigen values". The eigen values are in decreasing order of magnitude for the component 1 to 4. the eigen value for a component indicates the total variance attributed to that factor. The total variance accounted for by all the four factors is 4 which is equal to the number of variables. Factor 1 accounts for 34.5% of the total variance. The second component accounts for 24.85% of the total variance and so on. Total Variance Explained Component Initial Eigenvalues Extraction Sums of Squared Loadings Total % of Variance Cumulative % Total % of Variance Cumulative % 1 1.381 34.536 34.536 1.381 34.536 34.536 2 .994 24.852 59.388 3 .977 24.415 83.803 4 .648 16.197 100.000 Extraction Method: Principal Component Analysis. In order to determine the number of factors based on eigen values, the value greater than one is considered. For the component 1, the eigen value is greater than one. And for the components 2 and 3 it is almost equal to 1. But the total percentage is greater than

Chinese classical poetry Essay Example | Topics and Well Written Essays - 500 words

Chinese classical poetry - Essay Example So Zhang writes her two poems explaining his feelings. Ying-yings response seems to suggest that he should sneak in at night and visit her, but when he does she yells at him, rebuking him for being so selfish and so uncaring about other peoples lives. She tells him he should be ashamed and tells him he should not "sink to the point where you molest people," which she says he has done with his poetry (543). For some reason, though, Ying-ying then decides to go to his house and sleep with him. The reasons for this are not entirely clear, unless she has actually fallen in love with him through his poetry despite her harsh words the night before. It might also have something to do with the intent of the story on the authors behalf, since at the end of it he claims that women are full of lust and "will inevitably cast a curse on others if they dont do the same to themselves" (548). So it seems that Zhang is completely uncaring about Ying-yings fate, and strangely he seems to think that he is the victim, not her. Despite all these attempts to snub Ying-ying and oppress her, she does get the last laugh and ultimately maintains control over her own life. In her final letter to Zhang she sends him three objects which, although she claims they will represent her love and her good wishes for Zhang, actually seem to be rebuking him again. She says that the jade ring is supposed to teach the lesson of "what is firm and lustrous," and we have seen that Zhang is not this and Ying-ying is (546). The other two items she sends also represent her own feelings and seem to insult him for his lack of care for others. After the letter a year passes and both of them marry someone else. This suggests that Ying-ying was actually not all that upset and managed to move on with her life. However, when Zhang tries to see her and she refuses he is upset and it

Business Statistics Essay Example | Topics and Well Written Essays - 1500 words

Business Statistics - Essay Example Principal Component Analysis helps us in identifying the factors which appear in the items and also helps in determining which items contribute to each of these factors. The main assumption of PCA is that there is no error in the data. KMO and Bartlett's Test helps in determining whether it is appropriate to apply Factor Analysis and Principal Component Analysis to the given data set. The value of KMO should be greater than 0.5. Here the value is almost 0.5 and it may be appropriate to apply Principal Component Analysis to this data. Further the Chi-Square statistic is 14.312 with 6 degrees of freedom which is significant at 5 % level of significance. Thus Factor analysis may be considered for analyzing the data. The next out put is the Communalities. These values are inserted in the diagonal of the correlation matrix which help in identifying the underlying dimensions and common variance. In this table the column " initial ", the communality for the variables is 1.000 which were inserted in the diagonal of the correlation matrix. The next out put is " Total Variance Explained" gives the "eigen values". The eigen values are in decreasing order of magnitude for the component 1 to 4. the eigen value for a component indicates the total variance attributed to that factor. The total variance accounted for by all the four factors is 4 which is equal to the number of variables. Factor 1 accounts for 34.5% of the total variance. The second component accounts for 24.85% of the total variance and so on. Total Variance Explained Component Initial Eigenvalues Extraction Sums of Squared Loadings Total % of Variance Cumulative % Total % of Variance Cumulative % 1 1.381 34.536 34.536 1.381 34.536 34.536 2 .994 24.852 59.388 3 .977 24.415 83.803 4 .648 16.197 100.000 Extraction Method: Principal Component Analysis. In order to determine the number of factors based on eigen values, the value greater than one is considered. For the component 1, the eigen value is greater than one. And for the components 2 and 3 it is almost equal to 1. But the total percentage is greater than