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May 9, 2017

It is an IPv4 address and is mostly used as a default IP address for many ADSL and cable modems or routers. The major routers and modems which use 192.168.1.254 as a default IP include Westell ADSL modems and Cayman/Motorola Netopia internet gateways, Thompson ADSL routers, some TP-Link routers, Alcatel ADSL modems, 3Com routers, SRW2023 Linksys switches, and ADSL Billion routers.

Following are given answers of some of the important questions from the users related to IP.

What is the Common Usage of 192.168.1.254 IP?

We have explained earlier that it is the private IP for large number of different modems and routers. However, you can use this IP address in your local network also, but before that make sure that network is not connected to any other router using the same IP. In that case you will have to face the IP conflict issue.

Why is 192.168.1.254 a Private IP Address?

It is called private IP address because it fits into the IP range reserved by IANA as a private range. It is usually done to avoid the lack of availability of IP address.

Can I change IP of My Router?

Default IP is installed on routers and modems by manufacturers, such as 192.168.1.254. Yes, you can change the default IP to any other required address. For this check the user manual you have got with your router for instructions.

I can’t Access to My Router at 192.168.1.254. What can I do?

There can be many reasons for this and you have to look out for them. First check the 192.168.1.254 private IP address of your router. Check the cables or any other network drivers for possible damage. Check the whether your local area connection is configured properly or not. There can be anything which has to find out before contacting any technical support or your network administrator. Following are given few more things which you should try before calling in for help.

– In case you have a wireless router, make sure signals are strong and stable.

– Check your router settings, you may accidentally changed them.

– Make sure your firewall settings right.

– Try to reset your router.

– Did you configure TELNET or SSH on your router.

– Make sure that you have typed IP address is right, i.e. 192.168.1.254

– Try to reset your local area connection.

– Try to reset your computer.

– Make sure that the cables between your computer and router are properly connected.

– Make sure that the connectors on cables between your computer and router are properly connected and in good condition.

– Make sure that if your router has a switch it should be in good condition. Any broken switch can disrupt the entire network. Remove the broken switch and try again.

If all these things failed then there is chance that your router has malfunction. Better to call for technical help before reaching to any decision.

Source by Tauqeer Ul Hassan

May 9, 2017 0 comment
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Almost everyone that is taking omega-3 fatty acid supplements suffer from fishy burps, gas and bloating. If you’re serious about finding odorless fish oil supplements, there are a few tricks that you can use. I have personally used the tricks in this article to find a high-quality odorless fish oil that I now use daily.

You see, most of the problems with omega-3 supplements happen when you buy a low-quality product that has sometimes gone rancid. Using rancid products will cause an odor and other problems.

This is why it is important that you only look for high-quality, fresh and natural supplements that have been proven both effective and safe for long-term use. The good news is that odorless fish oil capsules are extremely easy to find once you know what to look for.

How to Find Odorless Fish Oil Capsules

Knowledge is power as they say, and it couldn’t be truer when it comes to finding good dietary supplements. Here are the three steps that I take in finding high-quality omega-3 products.

1. Molecular distillation — if you really want to be sure that your product is safe and pure, look for a product that has been molecularly distilled to ensure pharmaceutical grade quality and purity.

2. Fish species — not all species of fish contain high amounts of omega-3 fatty acids. Many products today contain oil from farmed fish, which is a lot lower omega-3 fatty acids and a lot lower quality. I personally use a product from New Zealand, which has been proven up to 2 1/2 times more effective than other products on the market today.

3. Price — a lot of products out there cost too much. This is unfortunate, because it shuts out a lot of people from the health benefits that come from omega-3 fatty acids. An odorless fish oil supplement should not cost more than $20 for a month’s supply.

If you’re serious about finding a high-quality odorless fish oil, just like I have, you have to be willing to do a little bit of research and compare different products. Look for natural and fresh products that come from New Zealand and your chances will be a lot higher in avoiding all the side effects that most people report.

Source by Henri K. Junttila

May 9, 2017 0 comment
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Gaming PC Cases come in a variety of shapes and sizes. From rack mount to ATX tower casing, you can find one that best suits your gaming needs. Many games are played by as many as 15-24 users and such games require the power of hardware to control both the graphics and many millions of instructions to the CPU with great speed. Custom Gaming PCs are the current rave with game lovers who strive for a better playing experience, by adding more hardware.

With a large variety of casing, it is confusing to choose the right one. A good PC Case for gaming is one that has ample space to add more fans and USB ports. Heating is the main problem that slows down the PC and in some instances can damage it. Looks also matter a lot, an attractive and next-gen look, makes for a better playing experience.

All gaming PC cases come with microphones and headphone sockets, while the more advanced ones have fan controllers. New game players can do with two fans while some want to get additional fans to keep the PC from heating up. More advanced users utilize lot of CPU power, and need more cooling.

When you are ready to buy a case, first look at the price options, compare various makes and models and see where you can save money and get the same functionality. The most accommodating case is considered the best. It will allow for more fans, and offers ample space for advanced graphic cards. Check to see, if the case can allow more than 4 fans and has at least two USB ports.

Some cases come with 4 USB ports and have space for up to six fans. If you are an advanced level player, you may want to consider one that has a fan speed controller, so you can monitor the cooling easily. Further up the ladder, there are cases that come with space for as many as 12 hard drives. Such a case, can take any kind of mother board you want to use.

The ATX are more popular these days and are like the industry standard. ATX form-factor allows for better air passage so all components can stay cool. It uses less cable, generates less heat and is more affordable. The expansion slots are easily accessible making it easy for users to add more graphic cards.

Looks wise, a clear panel looks attractive and spices up the computer using LEDs. There are also cases with bright graphics, and a modish look to add to the adventure. It all depends on your game choice, if you like a good thrill consider Gaming PC Cases that will add excitement to game time.

Source by Carla Joyce

May 9, 2017 0 comment
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The 0×00000051 error is a common problem for millions of Windows computers, and is basically what occurs when your PC cannot correctly process the hive data it requires to run. The “hive” data is information that your core Windows system requires to process all the settings, options and files it requires to run, and is therefore what your PC is using to help it load up the important information & options that it needs whenever you use it. If you have the 0×00000051 error appearing on your screen, it suggests that you have some sort of problem inside the central registry of your PC, or with Windows itself.

The error you’ll be seeing will typically show in this format:

  • STOP 0×00000051 (0×0000000c, 0xc0000005, 0x????????, 0x????????)

This error is basically caused by the way in which Windows will be unable to correctly read all the files & settings it requires to run properly. As you use your Windows system, 100’s of settings, files and options are continually being loaded to help your computer run as smoothly as possible. Unfortunately, it’s the case on your system that some of the “hive” data will be unreadable – leading your PC to just restart & show this error. The way to fix this problem is to first ensure that all your software is working correctly (most software can cause errors with their settings), and then use a registry cleaner tool to fix any possible Windows settings problems on your system.

The first step to fix the 0×00000051 error is to update Windows to make sure that you get a series of updates designed especially to fix the problem. Microsoft is continually updating Windows to help your computer run as smoothly as possible, and it happens that some specific updates (815265) have been released to repair this problem. You can update your PC by clicking onto “Start > All Programs > Windows Update” to resolve the issues that your system may have.

The second step to fix this problem is to then re-install any programs causing the error to appear. Reinstalling programs will refresh all their files, settings and options, allowing your PC to run much smoother and more effectively as a result. You can re-install the programs on your system by clicking onto “Start > Control Panel > Add / Remove Programs” and then removing the software you’ve found causing problems.

It’s also recommended that you use a “registry cleaner” program to scan through your PC and get rid of any of the infected parts of the registry which may also be causing the error. Registry errors are continually causing errors like the “0×00000051” error because of the way Windows wants to read the files it needs to run from this database. The registry database is where everything from your desktop wallpaper to most recent emails are kept – allowing your PC to keep your PC running as smoothly as possible. To make sure that your system is able to read the settings it requires properly, you need to be able to use a registry cleaner program to scan through your system and get rid of any of the damaged registry errors that your system may have.

Source by Greg Toddles James

May 9, 2017 0 comment
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Together with the advancement of science and technology, technological innovations steep along with it, resulting to the emergence of new equipment and gadgets. No matter how big or small your company is, technology brings both intangible and tangible benefits to become cost efficient and to meet the growing demands and needs of customers. Technological innovations affect corporate efficiency, culture and relationship among employees, clients, suppliers and customers. The type and quality of technology used affect the security of confidential business information.

Due to the burden bought by administrative tasks, like inventory, bookkeeping and records keeping, both big and small companies rely on computers to do their administrative works. The birth of Internet and online social networking sites tremendously reduced the costs of business operations. It also makes it easier for companies to use the Six Sigma management methodologies. Some firms shifted to outsourcing instead of hiring their own person due to the low costs associated with it. Because of the huge impact of technological innovations to companies, it is impossible for them to live with it.

Commonly used high technology equipment:

  • Computers
  • Photocopier
  • Telephone
  • Computer printer
  • Internet
  • Paper shredder
  • Multimedia projector
  • Touch screen monitors
  • Computer mouse
  • Laptop computers

Advantages of Technology to Business:

  • Customer Relations. Technology affects the way companies communicate and establish relationships with their clients. In a fast moving and business environment, it is vital for them to interact with clients regularly and quickly to gain their trust and to obtain customer loyalty. With the use of Internet and online social networks, firms interact with consumers and answer all their questions about the product. Establishing effective communication with customers not only creates rapport with them, but it also creates strong public image. It allows business enterprises to reduce and cut carbon carbon emissions.
  • Business Operations. With the use of technological innovations, business owners and entrepreneur understand their cash flow better, how to manage their storage costs well and enables you to save time and money.
  • Corporate Culture. Technology lets employees communicate and interact with other employees in other countries. It establishes clique and results social tensions from arising.
  • Security. Modern security equipment enables companies to protect their financial data, confidential business information and decisions.
  • Research Opportunities. It provides a venue to conduct studies to keep them ahead of competitors. It allows companies to virtually travel into unknown markets.
  • Corporate Reports. With technology, business enterprises communicate effectively with their branch offices to deliver quality financial and operational reports.
  • Industrial Productivity. Through the use of business software programs or software packages, it automated traditional manufacturing process, reduces labor costs and improvements manufacturing productivity. It enables companies to increase efficiency and production output.
  • Business mobility. Technological innovations improved companies' sales, services, shorted lead time on receiving and delivering goods and services. Enables them to penetrate multiple markets at least costs.
  • Research capacity. It enables them to conduct studies on various companies to gain knowledge on the new trends in the market and way on avoiding them.

Source by Matthew Hohn

May 9, 2017 0 comment
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Get a Tax Deduction for Donating a Non-Cash Asset-Promissory Note Donations

Illiquid Financial Asset

A financial asset that is difficult to sell because of its expense, lack of interested buyers, or some other reason is called “illiquid”. Examples of illiquid assets include: Restricted and private stock, LLC and limited partnership interests, deeds and mortgages, promissory notes, mineral rights including oil and gas partnerships, royalties, existing trusts, Insurance policies, and real estate.

Illiquid assets have value and, in many cases, very high value, but are difficult to price and to sell.

The absence of liquidity lowers the value of the asset by the amount of an illiquidity discount. All other things being equal, the more illiquid the asset is, the less value it has. Measuring this discount and applying it in appraisal valuations of illiquid assets has always been a challenge.

A Tax-Efficient Way to Make a Charitable Difference

Many charities welcome contributions of illiquid assets. For the donor it may be an effective and tax-efficient method of giving. The donor is entitled to claim a tax deduction of the fair market value– not just the original cost basis. This tax treatment offers significant benefits at the federal level and frequently at the state and local levels as well.

Donated Property-Key Considerations

Donors should obtain a qualified independent appraisal prior to making a contribution. The IRS requires a donor to obtain a qualified appraisal for illiquid assets no earlier than 60 days before the date of the gift and no later than the due date. It is the Donor’s responsibility to obtain the appraisals, file appropriate tax returns, and defend against any challenges to claims of tax benefits.

Tax consequences are important. The donor should consult a professional tax advisor. The tax benefits of gifting the unusual (illiquid) may be substantial – and could include deducting the full fair market value of the assets, avoiding all capital gains tax, and the ability to carry forward deductions for six years. But, the devil is in the details; it must be done correctly, according to IRS rules.

Establishing “Fair Market Value” for a Promissory Note

“Fair Market Value” is the price at which the property would change hands between a willing buyer and a willing seller, neither being under any compulsion to buy or to sell and both having reasonable knowledge of relevant facts. For liquid assets trading in active markets, valuations must reflect observable price quotes, recent transactions, or primary issue prices for identical assets.

For illiquid assets, if actual prices cannot be established due to poor liquidity and lack of trading activity, an alternative approach is needed. An appraisal from a qualified appraiser should reflect “Fair Market Values” that approximate actual values from sales in a hypothetical, orderly transaction.

The appraiser must use experienced judgment; that is the key to valuing illiquid assets. There is no mathematical formula, rule-of-thumb calculation, or textbook process; it is a “Judgment Process”. It requires a sound understanding of the promissory note and its potential buyers.

Appraising the asset requires deciding the appropriate yield rate of return applicable to the note being appraised. This decision is based on its individual, unique, risk/return profile. Benchmark yield rates used for comparison should have a close relationship to current and/or historical yields for comparable assets. This means the valuation experts must have expertise and understanding across several disciplines, including trading, quantitative research, credit analysis, and structured finance.

Conclusion

Donating an illiquid asset, such as a private promissory note, can be a tax efficient plan.

The tax deductions for donating a non-cash asset, such as a promissory note, can be very valuable. The devil is in the details; it must be done correctly, according to IRS rules.

Source by Lawrence Tepper

May 9, 2017 0 comment
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Outsourcing has become one of the major industries in the world today. The emergence of BPO companies has offered a number of services to client companies that simply could not be matched by having those functions in-house. In the modern context, outsourcing means having a third-party provider handle numerous tasks and departments that do not needarily need to be performed by the main office. However, that was not always the case. The history of BPO services starts not with services and office functions, but with manufacturing.

Prior to the advent of IT outsourcing, manufacturing companies had a virtual monopoly on the demand for outsourcing services during a time when BPO companies were virtually nonexistent. The logic behind it was simple enough. It was far more cost-effective to have manufacturing facilities in the areas where the raw materials were obtained. It cut down on the time required to manufacture a product and eliminated the need to ship the materials long-distance to a separate facility. More US companies began to outsource a number of manufacturing support tasks to countries such as Canada, Mexico, and Brazil in the 1980s.

It was only during the tech boom of the early 90s that these manufacturing companies took a backseat to IT outsourcing. Companies began to hire third-party contractors, BPO companies, to handle more functions. These were no longer support tasks, but functions were directly related to the business but did not require local handling. India, having experienced a technological boom of its own, had the necessary infrastructure to handle the initial demand. The first wave came in the form of software development and support. Call center outsourcing companies were not too far behind, with some setting up shop as early as the late 90s.

Contact centers began to overtake the manufacturing industry in the number of outsourcing opportunities during the mid-90s. Their primary clients were American businesses that were cutting on costs. Technical support had been slowly moved to Indian providers due to the country's large pool of technology-related talent. Customer service and sales services from BPO companies had also followed suit. Around 1994, the Philippine government instituted economic and economic reforms to help boost the incentives of foreign investors to take advantage of the country's labor pool. Part of that push pushed improvements on the local IT sector. Two years after, a few companies begin to move part of their data entry operations into the country.

Outsourcing advantages also began to attract the attention of other industries. Medical and media transcription emerged. Legal transcription services also appeared in India, but companies quickly moved them to the Philippines. The legal system in the Philippines more closely reflected the American one, which made the local talent pool more likely to understand critical precedents and procedures. IT outsourcing has also become important, with an increasing stake in the Philippine BPO market each year.

Currently, BPO companies are worth an estimated $ 3 billion. Facilities in India and the Philippines are expanding, with China also making preparations to take advantage of the demand. Services that are outsourced have expanded beyond the initial contact centers and data entry. Companies now outsource tasks such as medical and legal transcription, SEO marketing, and content management. This growth has benefited many international companies, and it is likely to continue in the foreseeable future and even beyond.

Source by Dan Pokey

May 9, 2017 0 comment
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If you own a touch based device may it be a smartphone, tablet or ultra-book, you bought to be well aware of the existence of, and possibly, very likely also addicted to a game called " Fruit Ninja ". The game is very popular in its whole, but the arcade mode of the game is most played by masses, because of its being rapid, fast-paced and providing ample of innocent fruits to slice in a short amount of time, so you could take Out your stress on them mercilessly in between your daily strained life.

The objective in the arcade mode is to score as many points as you can in 60 seconds of time. But, the scoring does not only depend on how many fruits you gut but also the style of your play. Combos, Blitzes, and Special Bananas which offer additional scorings inside your gameplay, play decent factor along with post-game Bonus Points which bulk up to your total to make it more valued.

Although the average score, usually, is somewhere around 400 to 500, there are many who have achieved much more than that and not only once. Players who have adapted themselves to the way of this game have crossed another digit ie the "Thousand Mark" a number of times in the game. If you are one of those who want to know the secret behind how to do that. Following are the key aspects to master in Fruit Ninja to achieve such glory:

1. Value Every Fruit : It's as simple as that, try to cut every single fruit, the more you will cut, obviously; More are chances to score. Additionally some of the fruits are 'critical' which gives you extra 10 points on cutting them, as there is no indicator or hint on which fruit might be critical, you can not afford to let go many. However you may have to let some of them go for greater good, as in to maintain your combos.

2. Try making Combos with each swipe : Cutting every fruit is good, but cutting more and more fruits in a single swipe is better, for once it saves you time, as 60 seconds are always "not enough", and second cutting 3 or More fruits in a swipe gives you double the point! Keep hitting combo swipes and you may start a blitz.

3. Blitz is the key to huge scores : Consecutive combos will make your gameplay enter in Blitz, and sustaining blitz will give you additional points. On every 3rd or 4th combo swipe Game will award you bigger and bigger Blitz Awards starting from 5 points on beginning to maximum 30 points, and will keep giving you 30 points regularly if you manage to sustain your blitz even beyond that, mix the special bananas In the mix and you will get a jumbo glass of points smoothie.

4. Use the bananas effectively : Although, Fruit Ninja offers a wide variety of fruits to lay your fury on, Bananas are super special and super effective. Initially they give you a nice platform to build your blitz and later on they may help you turn your big blitz award into massive point orgy. There are three kinds of bananas, Freeze , which as it is named freezes time, but also make fruits go ultra-slow (like Matrix ) to help you time your swipes better, also time stops, means bonus seconds to top the regular 60. Second is Double , which again as its named, makes your score go double for whatever you collect in next few seconds, including combo, blitz and critical awards, making your score rocket jump to much larger than you usually do. The last one is Frenzy , usually in arcade mode, fruits appear from bottom of the screen, but if you happen to cut a frenzy banana , fruits will start appearing from right and left side too, for a certain period of time, creating ample of Scoring chances. Time your swipes properly and you may manage a gigantic combo swipe which will also be helpful for post gameplay bonus.

5. In the end : If you have a paid version of game, a dragon fruit will appear in the last second for allowing you to hit it as many times as you can in the given duration, to make a remarkable addition to your score, But this is not it. Paid version or not, according to your achievements you get 3 bonus scores to add up to your total to make it even huger. Based on various factors like, biggest combo achieved in game, number play on final score, duration of blitz and / or tricks in cutting fruits will determine your achievements and the highest three of them will be credited for to add up in score. A 10 fruit combo, A pretty long blitz and managing the final score as a multiple of hundred or a triple digit / quadruple digit number can give you more than 150 extra bonus points to take your score way beyond your expectations, and certainly over 4 digit Mark.

So, happy Fruit Ninja!

Source by Jay Ahuja

May 9, 2017 0 comment
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The cashflow board games, Cashflow 101, Cashflow 202, and Cashflow For Kids, were designed by Robert Kiyosaki, best-selling author of the Rich Dad, Poor Dad book series.

Robert is a fourth-generation Japanese-American who grew up in Hawaii in the 1950s. His father, the poor dad of the title, was head of the Education Department of Hawaii during Robert’s childhood. His rich dad, the father of his best friend Mike, was a wealthy businessman who began teaching Robert and Mike about creating wealth when the boys were nine years old.

The Cashflow game teaches accounting, finance and investing, and encapsulates the wealth-creating principles Robert learned from his rich dad. Its purpose is to teach players how to recognize opportunities for wealth in everyday life. It’s also a lot of fun. Many players have replicated the strategies of the game in their lives and achieved financial freedom.

The best way to play the Cashflow game is to find a group of like-minded players who are committed to pursing their own wealth creation dreams. Playing Cashflow with friends and family can be less satisfying if they don’t share your financial ambitions.

If there isn’t a Cashflow 101 club in your area, it’s a fairly simple process to start one.

1. Place an ad in your local paper. Community announcements are usually free.

2. You can offer your house as a first-time venue, or book a meeting room at your local library. You can also meet at a local coffee shop, providing they have a less trafficked area where you can play the game without disturbing other patrons.

3. You need 3-6 players per game, so you can start with a very small group. If no one in the group owns a game, you can agree to purchase your first Cashflow 101 game jointly. Or you may choose to buy your own game.

4. As the club grows, you may need to find a larger venue. Your local council should have a list of meeting rooms on your area. Find out where local community groups meet. These venues will vary in cost and you should pay no more than $30 for room hire. Players can contribute a small sum to cover the costs of the venue, photocopying and refreshments.

5. Continue placing your free monthly ads in the paper. You can also collect players’ e-mail addresses and send out a monthly reminder regarding the date and venue of the next game.

6. Usually several members will have their own Cashflow games so there’ll be enough per meeting to accommodate the attending players.

7. You can choose to keep the club informal or set up a more formal structure with a committee and paid membership.

8. Once you’ve mastered Cashflow 101, you may wish to move on to the challenge of Cashflow 202. Less experienced members and beginners can continue playing the 101 game.

9. When your club is up and running you can add it to the list of worldwide clubs on the Rich Dad web site. You’ll be amazed at how many local people will find you through this list.

Playing Cashflow is a great way to network with people who have similar goals and a range of expertise that will often dovetail with your own projects.

Source by Marguerite Bonneville

May 9, 2017 0 comment
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Non-compliant trades could dampen a company’s prospects in the long run. Awareness of several regulations is necessary at today’s date. Unfortunately, the companies who fail to become “up-to-date” suffer legal ramifications. On the other hand, companies that are well-versed with the rules would reap benefits from a different perspective. The United States prohibits individuals or companies from exporting or providing services to the companies enlisted on export denial and related lists.

The problem

Well, anyone would obviously think of reviewing lists before they deal with their trade partners, but the problem is how would anyone review an assortment of lists at a very small time? Isn’t it tedious? And, what about updates? Meanwhile, it would also be hurting the business without any trades.

The solution

To find out whether they are dealing with undesirable entities or not, the companies can take the help of export control software having wide-ranging features. Coming with their own versions, quite a few software vendors have attempted in offering “all-inclusive” software system. It is important for companies to invest in this software and the reasons are plenty to support this fact. Let us learn about some of them in the following:

Denied parties list – The software encompasses an extensive watch list that enlists all those companies which are non-compliant to regulations of the US and abroad. Finding out information about the trade partners is an easy task to carry with the help of this software. The businesses can avoid trouble by using it.

Up-to-date – One doesn’t need to bring in new lists on a regular period to verify about a trade partner, absolutely not. Since the software regularly updates those lists, the businesses can identify whether their partner or would-be partner complies with regulations or not.

Bulk screening – Examining a company’s ITAR compliance status would turn into a daunting task for a person if he/she doesn’t rely on the software. With so many companies out there, it would become extremely tough if no bulk screening feature in the software. Thus, the software systems with bulk screening feature offer a great deal.

Versatility – A feature like a hold and resolution in the software allows people to put a trade on hold until complete clearance is offered by the compliance officer. This, in turn, helps in carrying out the process without any further delays of shipment or business. These software packages with certain versatile options are worth investing.

Reduced workload – Reference about bulk screening indicates how workload can be reduced with the help of this software. Obviously, any company would look for an efficient method that enhances their productivity without much dereliction. Thus, some software systems like this fulfill that requirement of a company.

Affordable – A company that needs to check the lists for ECCN or HTS classification, doesn’t need to invest a fortune on buying these software packages. The software vendors can provide feasible software solutions to the companies as per their requirements while charging an affordable cost for it.

Source by Fred Danny

May 9, 2017 0 comment
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Introduction

In all businesses today, aligning human resource management with business strategy has become an important element to succeed. Organisational restructuring, managing key resource requirements, performance management systems, career and succession planning have all been re-aligned to form synergy with the company’s overall business strategy.

With increased competition, changing workforce demographics, talent shortages and increased globalization, many organizations are now proactively studying leadership, demographic and economic trends, to prepare for their future workforce needs. HR departments are developing comprehensive workforce plans and talent management strategies centered on attracting, assessing, selecting, engaging, and retaining talent

The practice of Talent Management is more important in today’s economy than it has ever been. Now in the new millennium, we find ourselves in the talent age. In the new millennium the only unique asset that many companies have to maintain a competitive edge is their people. In the global market place and every industry around the world, it is the talent and its management that differentiates and sets the tone for success or failure

To achieve organizational goals, one must synchronize their business strategy and human capital strategy. Successful organisations have the right talent in place at all levels – people who look beyond the obvious and take the business into the future. The basis for ensuring this is an integrated approach to talent management.

Finding and keeping the right people has an enormous effect on one’s organization’s financial performance. Identifying these talents and hiring people whose talents are similar to those of top performers are crucial steps toward achieving individual and organizational success Talent management and leadership development remain the biggest Human Resources challenges. The two issues are rated “highly critical for success” Talent management means aligning talent strategies with organisational needs; attracting and selecting the right people, identifying and shaping their potential and fuelling their enthusiasm and commitment

Effective talent management is a critical business goal for all leading organisations in today’s economy. Human resource management is a process of bringing people and organizations together so that the goals of each other are met. The role of Human Resource manager is shifting from that of a protector and screener to the role of a planner and change agent. The knowledge age moved the basis of economic value to information assets through integrated communications and computer technology. Now the competitive battlefront is for the best people because they are the true creators of value. PEOPLE provide unique knowledge, an inherent component of the value-proposition that PEOPLE bring to an organization; knowledge gained through education, training, and experience. Investment in PEOPLE will position organizations for continual innovation in an increasingly diverse, competitive and ever-changing climate

Human capital is the most vital resource in any organization and also the most difficult to manage. Today the success of Human Resources professionals is directly linked to the quality of talent and its productivity and they are being held accountable to deliver on stringent and measurable performance metrices. Building a competitive talent pool is a function of attracting, engaging and retaining the right mix of competencies. Companies are also increasingly hiring employees whose personalities and values reflect those of the organization

Talent Management is more and more business critical to organizations, bringing with it, new visibility and challenges. For Human resources people, employees are the face of company’s brand and the most vital asset of one’s business. They drive organisation’s productivity and profitability. Aligning Talent Acquisition to the organization’s strategic objectives is imperative to the success of the organization and Human Resources tend to concentrate in recruiting those key people and focus their attention and resources on developing them. Indian organizations are also witnessing a change in systems, management cultures and philosophy due to the global alignment of Indian organizations. There is a need for multi skill development.

It would be apt at this juncture to recapitulate on the nuances on Talent Acquisition and Recruitment

Recruitment and Talent Acquisition are used synonymously but there is quite a lot of difference between the two. Recruitment involves the process of filling up of the vacancies where as talent acquisition shows the strategic hiring of talent not only for the current requirement but also planning for future. McKinsey & Company (1997) that coined the term ‘the war of talent’, predicted that there is high demand for managerial talent in future. The survey report insisted on five elements for tapping the successful talent such as talent mindset, growing great leaders, employee value proposition, continuous top talent recruitment and differentiation. Hence the companies need to be forearmed to anticipate and determine the talents.

Recruiting- been viewed as a transactional, commodity based business function to fill job openings with qualified people. In contrast, Talent Acquisition is distinct elements of the Talent Management continuum, a proactive, strategic function, procuring talent for the organization’s value add. Talent Acquisition is no longer a silo in the human resource function, but collaboration with specialists from other functional areas within Talent Management to posture a company for talent who will evolve and become strategic partners within the organization. Talent Management/Acquisition asks: do we have a strategy in place to attract and retain qualified employees; do we know what business is in the pipeline, what the staffing needs are for the next six-twelve months, bill rates that determine potential candidate salaries, etc

On moving to a Talent Acquisition model there is a significant difference between those organizations that practice recruiting and those that have a talent acquisition practices

Recruiting- To identify & select a person for a position.

Talent – A special often creative, artistic or mental gift.

Acquisition – To gain possession of something as a result of effort or experience.

Strategic Talent Acquisition takes a long-term view of not only filling positions today, but also using the candidates that come out of a recruiting campaign as a means to fill similar positions in the future In the most enlightened cases of Strategic Talent Acquisition, clients will recruit today for positions that do not even exist today but are expected to become available in the future. Recruiting is involved on the front end of the process; Talent Acquisition would be as a collaborative business partner. Aligning Talent Acquisition to the organization’s strategic objectives is imperative to the success of the organization

Role of Consultancy in Talent Acquisition and Talent Management.

The Talent Acquisition needs of companies are becoming more and more intricate – which means more focus and effort for proper functioning. Cross location, multiple skills, blend of technologies and personal attributes makes the hiring process a very involved effort

By outsourcing Talent Acquisition function, the organisation can focus on core business issues, while they have a reliable framework of Talent supply. This is a new emerging paradigm which is making a lot of companies tread this path. Nurturing Human Capital via Talent Management, would be the focus of Talent acquisition and recruitment. Recruitment Support includes activities from pre- and final- screening, interview management, Offer Management and Data Management. Recruitment is integral to talent management and requires considerable executive management mindshare. Recruiting is changing fast, with myriad challenges facing those responsible for attracting, hiring and retaining top talent.

The role of human resources has shifted within most leading organizations and Human Resource practitioners are now required to demonstrate value to the business. Talent acquisition platform can be configured to fit the size and structure of any recruiting organization Working closely with the business, Talent Acquisition Consultant- would manage all Experienced Hire Recruitment

Talent Acquisition Consultancy would work in cohesion and coordinate with the respective & assigned business function(s) to source, recruit and select the best Talent for the organiation

Talent Acquisition Consultancy – would work in the role of a partner to align strategies that would support business objectives and create processes, tools and cultures that attract, motivate, engage and retain strong, high-potential Talent.

Talent Acquisition Consultancy- with the background and exposure of global competence in executive recruiting, and also country specific knowledge; will be in position to play a critically important role in identifying high profile executives and recruiting top global talent. Talent Search Service would range from single assignment to regional or global and could include multiple positions in various locations

Talent Acquisition Consultancy Would Play A Significant Role In

Identifying Top/Senior level Talent for all business groups and be responsible for identification, recruitment and on-boarding of senior level leaders throughout the organization utilizing direct sourcing techniques including personal networking, online search, and leveraging internal tools and resources

Responsible for providing creative sourcing solutions to customers in a consultative role. Recruiting through a variety of sources, including Internet, professional associations, networking, advertisements, job fairs, university relations, etc. Function as a full business partner to develop staffing processes, identify business issues and recommend innovative solutions.

Find, assess, engage, hire, and on-board the highest quality candidates, especially in the critical skill areas. Assess candidate skills, background and fit so as to predict performance levels and styles with a high degree of accuracy.

Manage the full life-cycle of the recruiting process – Recruit / Source, contact, screen candidates.

Assess candidate’s competency to include job fit, motivational fit and culture fit.

Source, identify, and screen candidates to determine if their technical ability, attitude and personality make them a fit for the Client’s culture

Develop candidate talent pipelines through sourcing channels, recruitment campaigns, internet searches, networking groups, social media, database search

Talent Management

Once the Talent Acquisition process is completed the human resource professionals have to concentrate on the next level of Talent Management- Talent Development. It is necessary to develop the skills of the employees through Training and Development Talent Management in organizations is not just limited to attracting the best people from the industry but it is a continuous process that involves sourcing, hiring, developing, retaining and promoting them while meeting the organization’s requirements simultaneously

Talent Management, as the name itself suggests is managing the ability, competency and power of employees within an organization. The concept is not restricted to recruiting the right candidate at the right time but it extends to exploring the hidden and unusual qualities of one’s employees and developing and nurturing them to get the desired results. Hiring the best talent from the industry may be a big concern for the organizations today but retaining them and most importantly, transitioning them according to the culture of the organization and getting the best out of them is a much bigger concern

To achieve success in business, the most important thing is to recognize the talent that can accompany one in achieving one’s goal. Attracting them to work for you and strategically fitting them at a right place in your organization is the next step. It is to be remembered that placing a candidate at a wrong place can multiply one’s problems regardless of the qualifications, skills, abilities and competency of that person

Talent Acquisition and Talent retention are like the two sides of a coin that are critical in the human capital management. Innovative technologies are to be adopted to enhance the process of Talent Management. With the dynamic situation prevailing in the global employability status, the role of human resource managers is very imperative in maintaining the talent balance. Holistic cum participatory approach is to be followed for harnessing the real benefits of Talent Management system. The Talent Management system that acts as a driver to performance excellence has to be integrated with the rest of the areas in the company and through effective Talent Management strategy.

The practice of talent management would involve no of strategies used in the management of human capital resources and their application. We shall dwell on few critical issues that are imperative in the management of talent and their significance:- i. e for Talent Management Best Practices:-

Key points & factors

Talent Acquisition

  • Assessing organizational talent readiness and execution capability
  • Identifying talent gaps
  • Identifying mission critical positions
  • selection- identification- & recruitment- of right people
  • assessment- assessing competencies of apt profile

Retaining Talent

In the current climate of change, it’s critical to hold onto the key people. These are the people who will lead the organisation to future success, and the organisation can’t afford to lose them

Employees are more likely to join stay within an organization if they believe the prospects are good for longer-term career and leadership development

To realise this and to attract and retain Talent -Organisation need to have a

Workforce planning ·building a road map for implementation

Diversity programmes designed to develop, retain and promote diverse Talent

Career Planning- – scope of advancement in career for employees- their effort being valued and recognized-

Selecting Talent:- Management should implement proven Talent selection systems and tools to create profiles of the right people based on the competencies of high performers. It’s not simply a matter of finding the “best and the brightest,” it’s about creating the right fit – both for today and tomorrow.

  • Coaching and Mentoring- development of-new competencies.
  • Using development to drive business objectives
  • Building an effective development plan
  • Development of employees – for a elevated and key position

Developing processes for Succession Planning and Talent pipelines

Managing Succession: Effective organisations anticipate the leadership and Talent requirement to succeed in the future. Leaders understand that it’s critical to strengthen their Talent pool through succession planning, professional development, job rotation and workforce planning. They need to identify potential Talent and groom it.

The cost of replacing a valued employee is enormous. Organisations need to promote diversity and design strategies to retain people, reward high performance and provide opportunities for development.

It’s imperative to assess existing talent within the organization. Talented and ambitious people are more likely to stay with their current employer if they receive positive development, motivation and encouragement to reach their potential

Organisation need to focus on managing the needs of individual employees, in alignment with organizational objectives, while identifying and deploying top performers accordingly.

a) For the individual: Coaching and mentoring based on discovered needs.

b) For the work team: Identifying top performers, or “stars,” and capitalizing on their talent.

c) For the organization: Maximizing return on investment by putting the right person with the right skills in the right job at the right time

Identification & selection of – high performers- represent the requisite competencies of the organisation and also inspiration to others to follow suit.

Focusing on Core Talent

Companies are increasingly looking at bringing exceptional talent on board for those roles that are core to their business and·building a business case for inclusion in the organizations strategic policy

In an increasingly global business world, where teams work across borders, understanding different work cultures is the key to success.

In India, there is a high demand for good talent and hence a lot of attention is being given to retaining and engaging that talent. Retaining talent for Indian companies has become a key factor in their growth strategies.

We shall just give a brief sketeh of talent management systems adopted in an Indian organisation.

Mahindra and Mahindra — A US $12. 5 billion multinational group based in Mumbai, India, with more than 137,000 people in over 100 countries, in the business of utility vehicles, information technology, tractors, and vacation ownership- – created a robust Talent Management system to attract, nurture and promote employees.

Anand Mahindra, the group’s 57-year-old vice-chairman and managing director has been grooming some key leaders to replace the ageing stars. A Talent Management programme conceptualised in 2004 to chart out the succession plan for top executives, has already produced eight key leaders.

For the group, organisational restructuring posed the greatest challenge keeping in mind the changing dynamics in the business especially the tractor and automotive division. the re-alignment was necessitated by changing dynamics in the business environment. the objective was to grow leadership positions in the UV and tractor market and developing successful businesses in relatively new business areas like IT, financial services, realty and infrastructure development and also service industries like Time share (Club Mahindra). “Keeping in mind the new business objectives the challenge was to re-orient the human resource management towards these objectives. “

To achieve these objectives the company began a full reassessment of organisation and management structure with the help of consultants like Mckinsey’s, Arthur Anderson and Korn Ferry. The outcome was, clear roles and responsibilities were identified and the competency required for each role was mapped. The officers went through individual assessments of competencies against the requirement of each role. External consultants as well as internal assessors ran assessment centres and each individual was then placed based on competency and role fitment

THE RETIREMENT OF ARUN NANDA (Executive Director – 2 Years ago) marked the beginning of the end of a long reign of stalwarts. New leaders are already rising and showing every sign that the group’s succession planning initiatives will help fill the void. Most are in their forties, rising rapidly and are being thrown into different roles in the group – clues that they are being groomed for greater responsibilities.

Many emerging leaders were inducted onto the group’s apex-decision making body Group Executive Board in 2010 in preparation for the retirement of six members on the board.

Anita Arjundas, the 44-year-old head of the real estate business and the lone woman member of the group executive board, mirrors the emergence of a quiet transition that is taking place inside the automobile-to-aviation group.

Conclusion.

Today, companies have become fiercely competitive when it comes to attracting and retaining Talent. The present scenario with abundant opportunities has triggered a wave of employees, perpetually “on the move”, forever seeking better opportunities whenever, wherever and however they can

Talented people want to be a part of something they believe in and not just a fat pay package. A culture of commitment is the key to employee retention- a culture that concentrates on vision, mission, values and ambitious goals to attract and hold on to talented people. This culture of commitment can only set in if there are guiding principles or core values that are of intrinsic importance to those in the organisation.

Cultural dimensions as a tool to retain talent zeroes in on functional, technical and control aspects, while simultaneously dealing with inspiration, emotion, energy, enthusiasm, collaboration and camaraderie, openness and a sense of belonging

At the end of the day, creating and delivering a great employee value proposition is clearly the best way to retain good people. Research shows that companies which have recognised the need to give priority to its people management-driven strategies are the winners

Source by Dr Sita Ramachandran

May 9, 2017 0 comment
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With today’s technological advancement, there is a race against time for classroom teachers to avail of the power of technology in delivering knowledge and all to their learners. If some of them are not adept at using technology in the classroom, chances are learners are in disadvantaged in learning against the ones who have been learning through the aid of technology.

This is why, during summer, teachers are trained to become knowledgeable in using technology in the classroom. In fact, just recently, selected teachers harnessed their skills in using Microsoft Mix, Sway, Prezi, to mention just a few. Expected output from said trainings would be for teachers to create lessons– for effective and efficient delivery, learners will surely be motivated to learn and teachers themselves will be more inspired to teach with high impact, both through presentation and assessment purposes.

To ensure global education for their learners, a creative and would-be technology savvy classroom teacher must have the following prerequisite skills:

First, booting up and shutting down desktop computer or laptop.

Second, doing necessary navigation–from using the cursor or arrow up, down or what.

Third, setting up a projector.

Fourth, making slides for presentation purposes.

Fifth, recording voice or videos.

Sixth, writing an email.

Seventh, making an interesting lesson out of the competencies required for learners to master and by taking advantage of the tremendous sources of information around the net so as to create interesting, fun and meaningful lesson presentation..

Last, presenting lessons using technology with high impact. Here, how teachers present themselves, the lessons and all to their learners. could either inspire them to learn more or discourage to pursue. From standing in front, manner of speaking, manner of emphasizing a point or preparing learners to the highlights of their lesson, wrapping up and motivating them to do something for extension activities– such important showmanship could really spell the difference between success and failure in getting across the wisdom they wanted to get absorbed by their learners.

True to their calling, the Division of San Jose del Monte, under able leadership of Ma’am Germelina H. Pascual, City Schools Division Superintendent; Sir Marlon Daclis, Learing Resources Management and Development System (LRMDS) Manager; Ma’am Maria. Eleonor Del Rosario, CID-LRMDS project development officer and Microsoft Ambassador, Ma’am Ma. Corazon Loja, CID Education Supervisor/Math and Microsoft Ambassador; some PSDSes and select curriculum writers/teachers both from elementary and high school –had their seminar/workshop in Klir Water Park, Guiguinto, Bulacan last April 19-22.

Hats off to this group of great people who have been continuously improving teachers job by providing them avenues to master their craft, sort of helping them help learners learn better, have more fun and meaningful learning engagements to achieve the target–that is, quality education, globally aligned, and with relevance in today’s educational needs of 21st century learners.

Source by Larry Icabandi Nabiong

May 9, 2017 0 comment
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