Month: July 2022

The Ultimate Guide To Search Engine Marketing (SEM) In 2022

When was the last time you needed to buy a product? Chances are you turned to a search engine such as Google to start your research. The companies you see first paid to get their listing at the top—they’ll be marked as ads. This is search engine marketing (SEM) in a nutshell. Read on to learn how SEM can help your business grow and where to get started.

Search engine marketing (SEM) refers to the practice of improving how customers find your product or service on a search engine (such as Google or Bing) through paid advertising. SEM once referred to both paid and organic advertising, but it is now used to refer to paid advertising alone.

Why Is SEM Important?

SEM is used by small, medium and enterprise businesses to get in front of potential customers at the exact time they are looking for the product or service you offer. It’s also a nonintrusive form of advertising as a potential customer is actively searching for similar services you provide. SEM is also cost-efficient for advertisers because they only pay each time someone clicks on their ad (this is often called pay-per-click, or PPC, in online marketing).

Who Should Use SEM?

Anyone with a product they want to sell online can benefit from SEM. Plus, these campaigns are easy to target and measure. “The best way to think about [SEM] is starting with the premise: a user goes to a search engine with a question in mind. If you can provide that answer—and it’s profitable for you to do so—you can benefit from SEM,” Michele Dappert, Senior Media Specialist at Planit, told Forbes Advisor.

Benefits of SEM

• Highly intent-driven. SEM enables you to meet customers as they search for the products and services you are offering. “You’re reaching people in ‘market’—for whatever reason—at exactly the moment they are looking for an answer or solution. Capturing lower-funnel activity means you can ‘nudge’ someone to purchase your product or service without first convincing them of a need,” Dappert explained.
• Visible, fast. SEM is an easy and quick way for newer businesses to get started. “When you are a newer product in a crowded field, targeted SEM campaigns allow you to show up immediately next to more established competitors, getting your name out there with their coattails,” Dappert said.
• Real time, measurable. SEM allows you to see the ratio of people who click on your ad compared to those who buy your product or service and make changes accordingly. “Anyone who has a clearly defined goal—whether that be increased website sales, lead generation form-fills or increased blog readership—can use SEM to quickly measure increased traffic to the destination where people can complete that goal. And if you see a campaign isn’t working, it’s easy to turn that tactic off immediately and reallocate dollars without being set in a sunk cost,” Dappert said.
• Targeted. SEM also allows you to get very specific about the potential customers you want to target. “SEM dollars are spent at the keyword level. But any campaign can be geo-targeted, device-targeted, flighted for certain times of day or seasons and is, in general, a way to expand your reach to a target profile without spending too much (or relying on cookies),” Dappert explained.

SEM vs. SEO

Many factors determine which websites rank highest in organic search, including relevant keywords, the overall quality of the website content and the number of backlinks (how many other websites link to yours). Increasing SEO requires an upfront investment of time and effort, but once a website begins to rank high, the traffic directed to the web page is free. On the other hand, SEM advertisers are paying for each click. Read our guide to the best SEO software for small businesses in 2022.

SEM vs. SEO

Both SEO and SEM should be fundamental parts of your online marketing strategy. SEO is a powerful way to drive evergreen traffic at the top of the funnel, while search engine advertisements are a highly cost-effective way to drive conversions at the bottom of the funnel.

Keywords are the foundation of search engine marketing. As users enter keywords (as part of search queries) into search engines to find what they’re looking for, it should come as little surprise that keywords form the basis of search engine marketing as an advertising strategy.

SEM Keyword Research

First, you need to identify keywords that are relevant to your business and that prospective customers are likely to use when searching for your products and services. One way to accomplish this is by using WordStream’s Free Keyword Tool.

In addition to helping you find keywords you should be bidding on, thorough keyword research can also help you identify negative keywords – search terms that you should exclude from your campaigns. Negative keywords aren’t terms with negative connotations, but rather irrelevant terms that are highly unlikely to result in conversions. For example, if you sell ice cream, you might want to exclude the keyword “ice cream recipes”, as users searching for ice cream recipes are unlikely to be in the market for your product.

This concept is known as search intent, or the likelihood that a prospect will complete a purchase or other desired action after searching for a given term. Some keywords are considered to have high commercial intent, or a strong indication that the searcher wants to buy something. Examples of high commercial intent keywords include:

Keywords and Account Structure

Logical keyword grouping and account structure can help you achieve higher click-through rates, lower costs-per-click, and generally stronger overall performance, and keyword research can help you think about how to best structure your account.

Ad campaigns can, and should in many cases, focus on similar products or services. For example, if you run a hardware store, one ad campaign could focus exclusively on autumnal products such as leaf blowers, rakes, and leaf bags, whereas another might focus on power tools and so on.

Ad groups allow for each campaign to be further subcategorized for relevance. In our hardware store example, one ad group could be for different types of rakes or varying models of leaf blowers. For the power tools campaign, one ad group might focus on power drills, while another could focus on circular saws. This level of organization might take slightly longer to set up initially, but the rewards – namely higher CTRs at lower cost – make this effort worthwhile in the long run.

How to Build an Effective SEM Strategy

SEM allows you to place an ad in front of users that are in the right phase of the marketing funnel. In other words, customers who are ready to convert. But to ensure that your search marketing campaign will have the highest ROI, you’ll need to target the right keywords, as well as watch out for a few more things.

What Google Looks for in Ad Auctions

The maximum bid refers to Google’s automated bidding strategies, and you have full control over it. The same is true for ad extensions that might impact the performance of your ad. The Quality Score, however, is assigned to you by Google and it’s the reason why your ad only wins auctions for relevant queries.

The Quality Score makes it so that if your ad matches too many irrelevant and generic queries, the costs of your paid search will go up exponentially without yielding the results you hoped for. This damages your ROI and gives off the wrong message to networks like Google.

How to Create a Solid Ad for Your SEM Strategy on Google

If you choose highly relevant keywords, you will win auctions for very well-placed ads at a lower price than your competitors, even if they choose a higher maximum bid. That’s because your Quality Score is higher, meaning you’ve understood the end-user better than your competition.

How to Build an Effective SEM Strategy: Best Practices

One way to sharpen up the targeting of your ad is to craft highly relevant Ad Groups. This means filtering out all keywords unrelated to your business. The PPC Keyword Tool is the easiest way to optimize Google Ads campaigns.

This tool not only supports you during the keyword research but also helps you determine search intent and the right volume/cost ratio. Explore the Recommendations in the tool and clean up your keywords list, which will remove less profitable opportunities.

Use the PPC Keyword Tool to organize your keywords at both the campaign and ad group levels. But don’t forget to set up negative keywords! These are terms that you can mark as irrelevant if you don’t think they’ll lead to conversions.

You can also use the Keyword Magic Tool to find more keywords, adding them to Keyword Manager and moving them to the PPC Keyword Tool afterward. In order to get the most out of the keywords you choose to target, make sure you add them to the PPC Keyword tool as a final step before setting up your campaign in Google Ads.

Get Rid of Duplicates in Your Keyword List

In the PPC Keyword Tool, you can store negative keyword lists that are valid both at the ad campaign level and at the group level, so you can run multiple ads for the same campaign without creating the same list of keywords repeatedly. To avoid any competition between groups, you can also use the cross-group negatives function.

The same is true also for removing duplicates from regular keyword lists. Click on the “Remove duplicates” button on the top-right corner and the tool will automatically present you with the newest duplicates it detected. All you’ve got to do is delete them.

Narrow Down Your SEM Strategy with Laser-focused Keywords

The possibilities with the PPC Keyword Tool are almost endless. That‘s because it supports you during the difficult task of refining your keyword lists with several filters and metrics. In particular, we made sure you could:

Search Engine Marketing Remote Targeting

The essential purpose of ad campaigns is to target search ads to a narrow audience to maximize conversions. Therefore, it becomes necessary to display your ads for users looking for vendors who offer products or services similar to your business. The key point to remember is to probe for users who would likely do business with you.

We elaborate on the ad campaign structure in this section. You will learn how to organize and create campaigns. All you need to do is group themes and keywords relevant to your niche to start a campaign within your registered account.

1.Campaign

Every campaign shares a distinct goal, budget, bidding strategy, and targeting settings as the topmost level within an account. You may also have options for group-related campaigns. This grouping may be based on the brand’s products/services/target audience/promotion type, etc. For instance, weight loss campaign for young adults and inch loss campaign for obese teenagers can be grouped under a single theme Youngsters.

2. Ad groups

3. Keywords

The Take Away

Search engines are a great way to find business online. They offer “passive” marketing approaches for those who don’t want to get into “active marketing”. SEO can be incredibly powerful, but it’s often too slow for someone who needs clients today (rather than in six months’ time) to be a good marketing strategy when you launch your business. It’s cheap (though it’s not free – your time is worth money too), and it can be very effective in the medium to long term.

SEM, on the other hand, costs money but can deliver very rapid results. Your website must be optimized to make sales or at least drive a customer to get in touch (GIT – in marketing terms) so you can make a sale. You should approach SEM with care and make sure you completely understand how much money you have exposed at any one time. Start slow and evaluate your results.

Resources:

https://www.forbes.com/advisor/business/search-engine-marketing-sem/
https://www.wordstream.com/search-engine-marketing
https://www.semrush.com/blog/search-engine-marketing/
https://iimskills.com/search-engine-marketing/
https://www.interaction-design.org/literature/topics/search-engine-optimization

How to Answer, “Why Are You the Best Person for This Job?”

In this video, Jenn, a certified career coach, will explain why employers ask this question, the three pieces of information they’re listening for in an answer, and the best strategy for preparing for this question.

During job interviews, employers typically ask various questions to ensure you’re a strong fit for the role. One common question to expect is, “Why are you the best candidate for this job?” Preparing a compelling response to this interview question can position you as an ideal candidate and help you get the job you want. In this article, we discuss why employers ask, “Why are you the best person for this job?” outline how to answer this interview question, and show several examples to guide you in preparing your response.

Why do interviewers ask, “Why are you the best person for this job?”

Interviewers ask, “Why are you the best person for this job?” for various reasons. They often want to identify what makes you unique and qualified for the job. They also ask this question to check whether you fully understand what the position entails and what they’re looking for in an ideal candidate. Inquiring why you’re the best person for a job can help interviewers assess your confidence and ability to perform the expected duties. From the answer you provide, they can also see how you handle workplace challenges. Other ways potential employers may ask this question include:

1. Review the job description

Understanding your expected job duties and the required qualifications to perform them is typically the first step to preparing an effective answer. Take time to read the job posting to find the skills, experience level, and education the hiring organization values in a candidate. Then, evaluate these criteria with your qualifications when explaining why you’re the best person for the job.

2. Research the hiring organization

Next, read about the company to understand more about its ideal candidate. Researching the hiring organization can also help you gain more insights into the organization’s work culture and current employees. You can check the company’s website, social media profiles, and publications or press releases for its mission and goals. Learning about the company can help you identify the personality traits it values and check whether its core values align with yours. Core values are beliefs, principles, and behaviours that guide actions.

3. Identify relevant qualities for the role

Once you understand the requirements, examine your strengths, such as skills, certifications, and professional experience, that you can use in the position. You can pick as many as seven qualities related to the position. By combining several relevant attributes in your answer, you can provide a thoughtful response to, “Why are you the best candidate for this job?”

4. Use quantifiable examples

When describing your strengths and accomplishments, ensure you use examples that the interviewer can measure. While you can mention that you earned specific qualifications, providing practical examples can often be more convincing. For example, suppose you’re discussing your communication skills. You can mention a situation you applied effective communication to solve a workplace problem. Similarly, if leading others is your strength, you can present examples of how you applied this skill at work.

5. Practise your response in advance

Preparing your answer can help you demonstrate confidence during interviews. You can organize a mock interview and practise your response with a colleague, friend, family member, or mentor. Ask for their feedback on the answer you provide to determine ways to present a more convincing response.

How to Answer “Why Are You the Best Person for the Job?”

There are many ways you can answer this question. The first way is to explain how your personality or personal traits make you an ideal candidate. To do that, take the time before the interview to carefully match your qualifications to those listed in the job posting. Be prepared to explain why you’re a solid match for the job.

A second way to answer is to emphasize your unique skills. If you have skills that make you a strong candidate (especially if not many people have those skills), mention these. The skills the employer is seeking may also be listed in the job posting. If not, look at similar jobs to see what criteria employers are looking for.

Another option is to show the employer that what you have accomplished in your previous roles qualify you for this one. Share examples of your achievements that relate to the job for which you’re interviewing.

4 Ways to Answer: Why Are You the Best Person for the Job?

Examples of the Best Answers

Example Answer #1

My previous job working as a receptionist provided me with the ideal experience for this position. For five years, I developed many of the skills required for this job, including answering phones and email, processing payments, and entering data on multiple computer programs.

Why It Works: This response is effective because the candidate goes into specifics in listing the essential skill set she can bring to her new employer. Ideally, she has also emphasized these skills because she realized from reading the job posting that these talents were among the employer’s most “preferred qualifications.”

Example Answer #2

My skill set is a perfect match for the job requirements. In particular, my sales skills and managerial experience make me an ideal candidate for the position. For example, at my last job, I managed a sales team of five employees, and we had the top sales record of our company branch. I can bring my successes and experiences to this job.

Why It Works: Not only does this interviewee mention his important skills, but he also alludes to his previous leadership responsibilities and his quantifiable success (a “top sales record”) in his previous job.

Example Answer #3

I have the ability to find my niche within a group and support everyone’s efforts. For example, my last job involved a lot of team projects. I was always able to recognize my teammates’ skills, and delegated tasks that fit each person’s skills. I know this job involves lots of teamwork and group projects, and I know this is a work style in which I excel.

Why It Works: This is a great example of how to effectively use the STAR interview response technique, in which you structure your answer to describe a past situation, your task, your action, and the result. Here, the candidate uses this technique to also point out that she is aware of the employer’s company culture and focus on collaborative teamwork, showing how her own experience aligns with these priorities.

Example Answer #4

I am a self-motivated person who is willing to go above and beyond on any project, and to learn valuable skills on my own time. For example, I taught myself five computer programming languages in college, simply out of a passion to learn how to code. I know you are looking for a self-motivated computer technician with both skills and passion, and I am that person.

Why It Works: This job candidate showcases the broad skill set that many of his competitors for the position might not have: his knowledge of five computer programming languages. He is also able, in his response, to point out his personal initiative and enthusiasm for his work.

Confidence is key

Doing a background check of the company allows you to prepare in advance, which ensures that you state your answer confidently and clearly, from the choice of words to tone of your voice.

Focus on your personality or personal traits that make you unique and the best fit for the job. Also, you can emphasize skills that are specific to you, because not many people possess them, and they are sure to make you the ideal candidate for the position.

Consider mentioning your great interpersonal skills or leadership skills, and your ability to resolve conflict amicably. Not everyone possesses these skills, therefore if you can use them to your advantage. But don’t exaggerate!

Although, the objective is to sell yourself and prove that you are the best candidate, don’t compare yourself to other candidates. Just emphasize your uniqueness positively and do not attack or demean other candidates. Understand that everyone who made it to the interview position is just as qualified as you are and deserve to be respected.

What to avoid: Mistakes candidates make when asked this question

Landing a job after an interview is tough! Therefore, don’t sabotage the chance to get your dream job because of small, silly mistakes that you can easily avoid. This can’t be reiterated enough, Practice!

Rambling:
Relax! Don’t start talking about where you and your family went for a vacation. Focus on the compelling points that illustrate your suitability for the position. Keep your answer concise by limiting each question to at least 1-2 minutes. Also, practice in advance.

Don’t be modest:
This is your opportunity to sell yourself and convince the hiring manager why you’re the suitable candidate for the job, so don’t under-represent yourself.

Give general answers:
Don’t give vague answers. Include your personality in the solutions you provide. Think your answers through, try as much as possible to discuss traits, skills, and abilities that make you unique. Be as specific as possible, you don’t want your answers to sound rehearsed or memorized. Yes, use the information here as a guide, but don’t memorize it.

While this may be an essential interview question, not all hiring managers use it. Therefore, despite your preparation, you may have to look for opportunities during the interview to sell yourself using the mentioned key points.

When answering this question, remember that this is an opportunity to highlight your best skills and convince the interviewer that you are the ideal candidate for the job. Therefore, base your answer on prior industrial experience, hard and soft skills, accomplishments, accolades, and education.

Source:

https://ca.indeed.com/career-advice/interviewing/why-are-you-the-best-person-for-this-job
https://www.thebalancecareers.com/why-are-you-the-best-person-for-the-job-2062760
https://www.edarabia.com/tips-answer-why-best-candidate-position/

What are the main costs of self-publishing?

Professional editing

Most authors recommend using a professional editor in order to make your book the best it can be, but the cost will depend on the level of your writing, how long the book is, how much editing it needs and the editor you choose. Range: $300 – $2000.

In my own experience, editing is most expensive at the beginning of your writing career as you learn the craft. But it’s also one of the best investments you can make in order to become a better writer, and I continue to use editors for all of my books. Click here or the image below if you need a pro editor.

Professional cover design

Most authors would also recommend paying a professional cover designer for a book cover. DIY just won’t cut it in this competitive online environment and your book cover is the most powerful marketing asset you have. Range: $50 – $300.

Formatting

Remember, the actual publishing part is FREE on all the ebook retailers and also for print on Createspace. It’s the preparation of the manuscript and files that costs.

If you choose to use an author services company to help you do these tasks, it’s likely to cost a lot more, so weigh up what your goals are and what you’re willing to learn to do yourself before you commit.

Cost of Producing Your Self-Published eBook

There are several costs required to self-publish an ebook. You can write virtually anywhere – pen and paper, Microsoft Word, Google Docs. You can use a laptop or even your cell phone. Some writers choose to invest in writing software like Novlr, Scrivener, or LivingWriter. You can even hire a ghostwriter. But because you can write without any investment, let’s consider the costs without including writing software. There are several other production costs you will need to consider:

Editing and Proofreading

Hiring an editor and proofreader (or an all-in-one editing service) is one of the most important investments you can make. Yes, some authors do successfully edit their own works, but they are few and far between. You need a good editor and proofer to:

How Much Do Editors and Proofreaders Cost?

When you’re investing in an editing and proofreading service, you will find a wide variety of prices. There is no other service for authors in which the adage “You Get What You Pay For” applies more. Ideally, you’ll find an editor who will partner with you for an extended period of time over multiple ebooks and help you define and develop your style and voice – or at least get to know your style and voice well enough to preserve it throughout the editing process.

Cost can be per word, per page, or flat rate. Average rates are .08-.12 cents per word, $9-18 per page, or a flat rate based on the total project. So an average novel of 120 pages might cost 800,500-5000,000 for a great editing job, and it will be worth every penny.

Choosing the Right Editor

Your chosen editor should fit within your budget. They should be familiar with your genre, and be able to meet your needs and your timeline. However, unrealistic timelines can result in poor quality publications. We’ll talk more about that, but one of the benefits of self-publishing is that you are in control. You are not working on a publisher’s deadline. Therefore, you can give your ebook the time it needs to be done properly.

Formatting Your eBook

When it comes to formatting your ebook, you have several choices. You can do it yourself, but this can be time-consuming and prevent you from focusing on writing. You can use online or downloadable software, but you may discover imperfections in automated formatting that require manual adjustments. Or, you can hire a formatting service. Some all-in-one editorial services include formatting in their service or offer it as an add-on. Before you format your ebook, determine where you’ll be distributing it and what format(s) are required by your distributor.

There are three main formats for ebooks – .pdf, .mobi, and .epub. In most cases, .epub is the most widely accepted format. However, there are times when you’ll need either .pdf or .mobi – and for widest distribution, you may need them all. Sometimes, the cost will be higher because of the complexity of what you are publishing. Most ebook formatting services will require that you request a quote. On average, you can expect to pay from $50-$250.

Step 4: Designing the Assets

The design cost depends on the level of commitment you want to put into the aesthetics of your eBook. Do you want every page to be expertly laid out with full-color graphics, or will an eye-catching cover page suffice?

Alex Azoury again: “Your design includes your eBook cover, various elements within the book, and the final page. Someone will need to decide on the fonts and color used. All the headlines, paragraphs and text need to be formatted so that your book appears professionally produced.”

According to James Pollard, Founder of TheAdvisorCoach.com, “Some people will recommend going to a cheap site like Fiverr, but I’ve found that you get what you pay for. I suggest hiring a professional designer either directly or through a freelancing site.”

This level of premium design may cost you a lot more. Pollard estimates that for a fully produced, graphically rich cover design, it may cost as much as $500 for a final product that makes your eBook stand out.

That’s just for the basics, though. If you want to take time to create graphics, tables, charts and other visual elements, that will require more design time. An eBook with robust visuals can cost significantly more and may even creep into the thousands.

Do It Yourself?

This all assumes that you opt to have a designer create your eBook. While usually that’s quicker and can produce a better result, there are a number of tools that can help you create your own eBook design for free.

Step 5: Repurposing and Distributing Your eBook

1. Create an audiobook version and make it available on services that offer listening like Spotify, iTunes, Google Play, Scribd, and others.
2. Format it for Amazon Kindle Direct Publishing (KDP) and make it available on Amazon. You can make it available for free here, but many published authors earn significant revenue by charging for their eBooks
3. Format your eBook in the ePub format for wider accessibility. This is the standard format used by eBook readers such as Kindle, Kobo, iBook, etc. There are many free and paid tools that can help you do this. This will also allow you to sell your eBook on marketplaces like Google Play and iBook.
4. Break it up into several blog posts and post it on your blog

So, what’s the final cost of creating an eBook? As mentioned, the total investment depends on what you have available to as well as the level of depth and quality you’re aiming for.

A good ballpark for an average eBook would be around $3,000 dollars if you hire freelancers for everything. But, if you have access to some resources needed like existing content, design support, editing support, etc, the total cost can be a lot lower. Similarly, if you need an exceptional level of quality, tons of research, and need to hire an expert to write it, you could be looking at significantly more.

The amount you actually budget creating your finished product should depend on what you expect to gain from it when you leverage it to your selected market. According to James Pollard, “I tie it directly to a revenue metric in my business because I view it as an investment. I have no problem spending $3,000 to create an eBook that will generate $30,000 in sales over the next year.”

To understand and track the ROI of your eBook, the best way is to determine what the value of each lead who downloads your eBook is. To do this you can work backwards through your funnel. Here’s an example:

Source:

https://www.thecreativepenn.com/cost-to-self-publish/
https://www.editionguard.com/learn/how-much-does-it-cost-to-self-publish-an-ebook/
https://www.crowdcontent.com/blog/content-marketing/cost-of-creating-an-ebook/

28 Ways to Boost Energy Instantly

Put down that energy shot! There’s no need to chug crazy canned concoctions or buckets of coffee to get through the day. And better still, that doesn’t mean accepting 3 p.m. drowsiness as unavoidable. We found 28 quick and easy tips to up energy levels — no unpronounceable chemicals required.

1. Work out midday. When that mid-afternoon energy slump rolls around, hit the gym instead of the sack. Studies suggest working out can actually increase productivity enough to counteract that time away from the office.

2. Eat chocolate. Sure chocolate’s got caffeine, but that’s not the only reason it offers a quick pick-me-up. Flavonoids found in cocoa have been shown to boost cognitive skills and improve mood.

3. Power nap. Avoid the temptation to pull a Rip Van Winkle, and take a quick midday power nap instead. Studies show the optimal amount of sleep is 10 to 20 minutes to get through the day without throwing off the night’s sleep.

4. Drink some coffee. We can say from experience six back-to-back cups of coffee is a recipe for instant crash-mode. But one cup is usually just right. One study found that just a single cup of coffee was enough to keep sleepy drivers on a long haul more alert at the wheel.

5. Go outside. Head into the great outdoors — even if the woods aren’t nearby, a green park will do. Just 20 minutes outdoors is enough to feel more alive. How’s that for an energy boost?

6. Eat regularly. The body needs fuel (aka food) to function, and without it our energy and mood can spiral downward. But regular, healthy meals and snacks can improve cognitive function. But keep in mind not getting enough sleep can also cause us to eat when we’re not actually hungry, so check in with that tummy before munching down.

7. Go for complex carbs. Wondering what to eat to fuel up? Complex carbs (like whole grains) are a good bet. The dose of glucose they provide serves as food for the brain, and one study found a meal of complex carbs made subjects feel more energized. Studies have also found low-carb dieters to be moodier and more forgetful than those who do eat carbs.

8. Opt for sugar-free drinks. Studies suggest sugary energy drinks can leave us crashing as soon as one hour later. The shocker — the effects are the same even without the caffeine! That’s right, caffeine-free sugary beverages can cause a crash, too.

9. Laugh. Laughter’s a proven stress-buster, but studies suggest laughing can boost energy levels, too. (Feel free to use this as permission to go on YouTube for the next 30 minutes.)

11. Open your curtains. Environmental cues play a huge role in our body’s energy grooves (aka circadian rhythms), and sunlight can also help alleviate Seasonal Affective Disorder. But there’s no need to invest in a light therapy box if there’s a sunny window available.

12. Suck on something. Instead of nodding off during an endless meeting, eat a small piece of candy or chew on a piece of gum. One study found chewing gum can increase alertness and improve mood.

13. Think fast. It may not sound so easy when those eyelids are drooping, but making the brain work a little quicker may help the body follow suit! Thinking faster (i.e. reading at a quicker pace, brainstorming in a group, or learning a new concept) made one group of study subjects feel more energized.

14. Take a cold shower. It’s all about the polar bear swim. Researchers have even suggested a 3-minute long cold shower could be enough to counteract some of the effects of chronic fatigue.

15. Take a few deep breaths. Nope, it’s not just the key to resisting the urge to scream at that stupid driver. Deep, yoga breathing from the diaphragm gets blood pumping, which also boosts energy all day long.

16. Add a house plant. In a stuffy office, a houseplant can help filter out pollutants like volatile organic compounds (or VOCs for short) and ozone. And those chemicals can have both long and short-term effects, including energy-draining allergies and headaches. Add a plant, though, and those threats could diminish.

17. Drink water. Whether at the gym or just dealing with the daily grind, it can be hard to remember to drink enough water. But even mild dehydration can cause sleepiness, so try chugging a glass or two when fatigue strikes. Or, better yet, stay hydrated all day long!

18. Sing aloud. Even Dummies know singing requires breath control. Belt it for a full song and there’s plenty of extra oxygen pumping to feel energized, not to mention the adrenaline of taking it to the (karaoke) stage. Plus, one study showed singing significantly increased energy levels among college students (more than just listening quietly).

Leave Your Blinds Open

One article pointed out that “waking up with the sun also allows your body to wake up gradually, in a natural process, instead of being startled out of much-needed REM sleep — a.k.a. the deep sleep your brain needs to learn, store memories, and regulate your emotions — with a piercing, sudden alarm” [2] .

One of the reasons why you feel groggy and slow in the morning is because you haven’t had any sustenance during the eight hours you were asleep. A small snack before bed can help prevent this feeling.

I usually eat a low-carbohydrate and easy to digest snack, such as cottage cheese, yogurt, milk and/or peanut butter. Too much food or those that are difficult to digest may prevent you from sleeping, so it’s best to experiment to find the best quantity and types of food to eat before you sleep.

Go to Sleep and Wake up at the Same Time Each Day

Keeping a regular and consistent sleep schedule helps your body get in to a natural rhythm. By doing so, you will begin to naturally fall asleep and wake up at the same time each day as your circadian rhythm gets into a consistent pattern [3] . Waking up will feel more natural, and you will have more energy in the morning.

In addition, it will help you fall asleep earlier. Getting the right amount of sleep will help you feel more energized. Staying up too late when you have to be up early the next morning can be detrimental to energy levels.

Resource:

https://www.everydayhealth.com/healthy-living/28-ways-to-boost-energy-instantly.aspx
https://www.lifehack.org/articles/lifestyle/11-ways-get-more-energy-the-morning.html

6 High-Paying Healthcare and Medical Jobs with Little Schooling

The medical field is one of the fastest growing and fastest evolving fields. It is full of highly-respected professionals who dedicate their days to helping people in need. If you are looking for a career that makes an impact, you may be wondering how you can get into the medical field—but do so relatively fast. We are amidst a global pandemic and some of the biggest milestones in healthcare. Like many individuals, you may be looking for a way to get involved as soon as possible. At the same time, you want to ensure you’ll be making a comfortable living while there. You are not alone!

The good news is, you do not always need to have a doctorate degree or complete a residency in order to land a high-paying medical career. In fact, there are many rewarding and high-paying healthcare jobs out there that require very little schooling to get started.

Below are the top six healthcare pathways we identified that require an associate degree or less. This means you can get started in a medical career you love, with strong salary potential, in a matter of a couple years and with just a small investment in school. The best part? All of these careers are in-demand, and are expected to grow along with the greater healthcare field.

Medical Jobs FAQ

The the highest-paying medical job with the least amount of schooling is ultrasonographer. Depending on your state, you’ll only need either an associate degree in a related field (2 years) or a training certificate (as little as a year).

The shortest schooling for a medical career is a Diploma in Practical Nursing (DPN). In as little as 12 months, you can become a licensed pratical nurse (LPN) and be on your way toward becoming an registered nurse (RN).

Phlebotomy is the easiest medical field to get into and to practice. Part of your training can come online, and with an accelerated program, you can be ready for your state licensure exam in under a year.

Dental hygienist is the least stressful job in the medical field. A pleasant work environtment, consistent schedule, high pay, and great opportunities for growth all conspire to make dental hygienists’ jobs one of the happiest and least-burnt out in the medical field.

Nuclear medicine technologist

Primary duties: Nuclear medicine technologists prepare and administer radioactive medications, commonly known as radiopharmaceuticals, to conduct image scanning on patients’ bodies to observe abnormal body areas to diagnose and treat diseases. You may also operate imaging tools that help them assess these abnormal body parts for areas affected with cancer, tumours, or other malignant illnesses. You can become a nuclear medicine technologist after completing an Accreditation Canada accredited degree program and passing the Canadian Association of Medical Radiation Technologists (CAMRT) professional examination.

Salary figures reflect data listed on Indeed Salaries at time of writing. Salaries‌ ‌may‌ ‌‌vary‌‌ ‌depending‌ ‌on‌ ‌the‌ ‌hiring‌ ‌organization‌ ‌and‌ ‌a‌ ‌candidate’s‌ ‌experience,‌ ‌academic‌ background‌, ‌and‌ ‌location.‌

Resource:

https://www.goodwin.edu/enews/high-paying-medical-healthcare-jobs-little-schooling/
https://www.zippia.com/advice/high-paying-medical-jobs-with-little-schooling/
https://ca.indeed.com/career-advice/finding-a-job/high-paying-medical-jobs-with-little-schooling

We have been working with Jane and Alan for over five years. When they began working with us, we were a small company. Then, and now through our explosive growth, they have been trusted advisers on all HR matters including hiring, on-boarding, compensation systems, benefits, communications, handbooks, employee relations, strategic HR planning, compliance, performance management, HR policies and procedures, payroll, 401(k) management, and Affirmative Action. They recently completed an HR audit with suggested tweaks for more efficient procedures. Our in-house staff has come to depend on them for sound advice. They have consistently exhibited flexibility and responsiveness to the needs of the organization. Jane and Alan are valued members of our team.

Human resources consulting

Are you looking for guidance on your company’s human resources journey? Human Resources Consultants, LLC features seasoned professionals who are willing to stand on one leg, or bend over backwards to help you.

Does your company have the culture, people and service focus you need to succeed? We offer HR insight, oversight and advice for companies and non-profits including providing outsourced or interim HR management as well as assisting and consulting for strategic HR issues.

Our consultants each have 35+ years of experience in all aspects of Human Resources. We provide full life cycle support including strategic planning, M&A due diligence and integration, and many more services for companies and non-profits.

We deliver HR solutions with unmatched follow-through and service. Similar to a flamingo, we bring balance to your organization by offering your organization experience, training and commitment that’s second to none.

Best 10 Top HR Consulting Firms for Large & Small Businesses | HR Outsourcing

HR advisory services can help companies with expert and knowledgeable human resources support that reduces the burden on an internal HR department or business. Small business HR consulting can take over all employee support functions, such as payroll, benefits, and training.

Richard Branson famously once said, “Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.” But many companies find that taking care of employees takes a lot of time and effort. That is why executives at businesses, both large and small, often open their browser and search, “HR consulting firms near me.”

When searching HR consultancy websites, you’ll want to review things like the size of firms an HR consulting firm or human resources contractor works with. It’s also important to get a feel for an HR consulting company’s culture to see if it fits well with your own.

Top HR Consulting Firms	2022 Ratings
Bain & Company	5
Baker HR	5
Bambee	5
Boston Consulting Group	5
Employers Advantage	5
HR Resolutions	5
Jumpstart:HR	5
Mercer	5
Paychex	5
TriNet	5

The flexibility offered by HR consulting services allows companies to choose just the types of services they need. They can use HR outsourcing companies as their complete “HR department” or they can use HR outsourcing services on an ad hoc basis.

For example, a small business may not be able to get the best health insurance rates for group health benefits because they aren’t large enough. However, small business HR consulting firms will aggregate their small business clients to get them all better rates.

Below, please find a review of each firm on our list of best HR consulting firms. We have highlighted some of the factors that allowed each of these top-rated human resources consulting services to score so high in our selection ranking.

Bain & Company is a global consultancy and one of the largest best HR consulting firms on our list. In addition to providing HR advisory services, the firm also offers business consulting in many other areas of operations.

As one of the largest HR consulting firms in the world, Bain & Company has 59 offices throughout 37 countries around the world. To deliver cost-effective and efficient human resources management consulting, the firm integrates automation and technology tools.

As one of the biggest HR consulting firms, Bain has had over 500 HR engagements over the past 10 years. Through its expert HR consulting services, the firm has delivered a typical saving of 20-30% for its clients.

One of the benefits of working with one of the largest HR consulting firms is that they’re more likely to have proprietary digital tools. Technology can make HR management less time-consuming and working with human resource management consulting firms easier.

For larger enterprises, Bain & Company offers top HR consultants and proprietary digital tools that can help organizations optimize their human resources activities and ensure alignment with their mission.

What does an HR consultant do?

• Offering consulting help for an existing HR team
• Helping new companies set up HR manuals and policies
• Taking on all HR activities for a company
• Providing HR consulting for a specific function (such as training)
• Filling gaps for vacations and other absences in the HR department

HR consultants typically provide a wide range of services related to human resources. Some HR consulting companies will offer services in a package for a flat rate, and others will customize services according to a client’s needs.

• Benefits & compensation
• Recruitment & new hire orientation
• Payroll
• Job descriptions
• Employee development
• Recognition
• Policy & compliance
• Performance monitoring
• Employee retention programs
• Executive compensation programs

Advice for aspiring HR consultants

Get your financial house in order

“I think consultants in any business tend to forget they need to pay their own taxes,” Sankovich says. “As an employee, you certainly pay taxes, but your employer is paying the other side of that, too. As a consultant, you have to pay both.”

She goes on to suggest putting money aside upfront to pay quarterly tax estimates. While it can be difficult, it certainly beats being caught off-guard with a hefty tax bill you hadn’t planned for. She also recommends making an appointment with a CPA to get a proper financial plan in place.

Be ready for early hiccups

Every business owner in the world has high expectations for success, but reality often falls short of expectations. It’s not uncommon for new businesses to get off to a slow start. But whether or not this causes lasting issues can come down to how well-prepared you are for it.

Networking isn’t optional

Successful consultants need a steady pipeline of work to remain viable, and one of the best ways to maintain that pipeline is to put a constant emphasis on networking. One option that may prove fruitful is to develop relationships with other HR consultants or service providers who have expertise in areas you’re not as well-versed in. This creates an opportunity for a mutually beneficial relationship where you provide referrals and vice versa.

Additionally, don’t underestimate the potential value of referrals from former clients. Sankovich, whose firm works primarily with small- to medium-sized businesses, says some of her best experiences have come from referred clients.

“There’s nothing better than someone else pitching your capabilities to a potential client,” Sankovich says. “Even when that client is facing a problem that needs solving, we’re starting that new relationship with foundation of trust established by the referral.”

Be ready for anything

Businesses, particularly small businesses, don’t typically hire an expensive outside consultant until they know for sure they need help. This can result in you stepping into some pretty shocking scenarios.

“Even after you think you’ve seen it all, you’ll get a call or email with some situation you’ve never considered,” Sankovich says. “After 15 years as a consultant, there are still new situations that arise, so it’s never boring—that’s for sure.”

“Whether it’s creating a process for the organization to mitigate future risk or helping resolve an employee situation that has gone badly, it’s very gratifying to lead the problem-solving effort so the organization can resume focus on its core business,” Sankovich shares.

Resources:

http://www.hrconsultantsllc.com/
https://www.airiodion.com/best-hr-consulting-firms/
https://www.rasmussen.edu/degrees/business/blog/becoming-hr-consultant/
Human resources consulting

Putina Consulting – современная украинская HR консалтинговая компания. Наша основная специализация – подбор управленцев TOP, Middle уровня и профильных специалистов для бизнеса, госучреждений и частных лиц. Мы используем современные технические средства по аккумулированию и работе с резюме, позволяющие всегда оправдывать ожидания клиентов от сотрудничества.

‘Bring yourself into play’

Sticking to the authentic nature of work, holding a dynamic team, and sustaining an impeccable reputation, we are into an array of services that include, Executive Search, Headhunt, Emiratisation, permanent recruitment, and employee deployment. “ADIV Human Resources Consultancy L.L.C.” is a specialist in recruitment consultancy focusing on Executive search and Emiratisation across various Government, Semi-Government and Private Entities in the Middle East. Setup in March 2012 under the name of Virtue Consulting Partners (FZE) in SAIF Zone, Sharjah, we have been successful in catering to our client’s needs. We aim at providing effective Consultancy services to our clients in achieving their Human Resource needs with the best candidates across the globe. We also believe in counseling the candidates and helping them seek the right career path.

Работодателям

Мы всесторонне оцениваем ваши потребности в персонале , изучаем специфику работы вашей компании: ваш бизнес, историю, структуру, клиентов и корпоративную культуру, философию и стиль. На этом же этапе мы подписываем договор о сотрудничестве. Результат – вместе мы выстраиваем образ подходящего для вас сотрудника.

Мы анализируем рынок труда по вашему запросу. Мы выявляем потенциальных кандидатов на рынке труда. Поиск подходящих контактов ведется с использованием собственной базы кандидатов, ресурсов работных сайтов, профессиональных и социальных сетей, профессиональных форумов, рекомендаций авторитетных специалистов и т.д. Результат – формирование базы резюме проекта для дальнейшей оценки.

Мы выбираем лучшие резюме и связываемся с кандидатами, проводя первичный телефонный отбор. Сильнейших приглашаем на личную встречу в офис компании. Результат – предварительно мы выбираем лучших наиболее подходящих кандидатов.

Мы подчеркиваем преимущества вашей компании кандидату , таким образом повышая мотивацию успешного профессионала работать у вас, внедряя элементы PR кампании. Результат – развитие позитивного привлекательного имиджа вашей компании на рынке.

Мы оцениваем личностные и профессиональные качества кандидатов . В процессе оценки мы применяем различные методики, в том числе деловые игры, психологическое тестирование, структурированное интервью по компетенциям: анализ метапрограмм, лингвистический анализ речи, ситуационное и проективное интервью. Мы собираем характеристики с предыдущих мест работы на кандидатов, получаем дополнительную информацию, проверяем данные. Результат – мы формируем список финальных кандидатов на просмотр.

Мы предоставляем пакет документов на каждого кандидата , включающий: резюме, детальную характеристику, результаты проверки рекомендаций с предыдущих мест работы. Результат: вы получаете комплексные оценки кандидатов, формируя личное мнение по каждому из них.

Мы помогаем финальному кандидату юридически грамотно завершить трудовые отношения с текущим работодателем. Этично информируем остальных кандидатов об отказе по их кандидатурам, способствуя развитию позитивного имиджа вашей компании. Отслеживаем процесс ввода в должность новичка, поддерживаем его в течение адаптационного периода. На этом этапе мы подписываем документы по данному проекту. Результат: наш кандидат быстро и эффективно выполняет должностные обязанности, достигая поставленных вами задач

What relates us?

“ADIV Human Resources Consultancy L.L.C” has laid its foundation to concoct the quality talents with a quality team. Our approach to performing the staffing process will act as a bridge between the employers and job seekers. Our team is the key to the growth and success of our company. “ADIV Human Resources Consultancy L.L.C.” aims at exceeding Clients’ expectations without any compromise on the quality of our services. We understand the value of our Client’s time and deliver timely service. Our Consultants demonstrate an in-depth and excellent understanding of the market and are able to customize their services based on the client’s requirement. We make the process that fulfills the need for the entire local and the global sectors.

Government & Semi Government Companies

Family Offices & Conglomerates

Technology Development

Construction & Engineering

Procurement & Logistics

Manufacturing

Financial Institutions

E- commerce

Legal

Healthcare

Education

Oil & Gas

Power & Energy

Retail

Why ADIV Human Resources Consultancy L.L.C.?

“ADIV Human Resources Consultancy L.L.C.” is an Abu Dhabi based on-shore company and we operate with high standards and provide value-added services. We understand the volatility of the market and the change in the needs of its clients. Keeping this in mind, we hire only the best of Consultants whose exposure to the market and the region is of the highest standards. “ADIV Human Resources Consultancy L.L.C.” will make the talented people fit into the right place so that they can enhance their skills. We uphold this responsibility to fulfill our commitment as ‘Let’s make the solutions possible for all diversity of people’

Intending to highlight the talented candidates to the top-notch organizations, we go for intense research to hand-pick the highly-skilled people. The scrutinizing processes to obtain quality candidates are based on meticulous study & market research, thus helping us to provide superior customer service with top-notch candidates.

“Adiv Human Resources Consultancy L.L.C.” makes its footprint by performing impactful services and also, we make the right outsourcing, recruitment, HR Consultancy, digital HR consultancy, and Outplacements that will help you to succeed in today’s dynamic environment. We strive towards sustaining ourselves in the best position by bringing all the services to fruition. Our vision is to advance the HR profession and we aim at setting new standards in the Consultancy industry by being the leaders in the Business.

We focus on a dedicative working path that leads to bringing you the highly satisfied and impactful HR consulting partner. Providing professional HR Consulting services and Recruitment solutions, we help you by bringing skilful people by analysing carefully the need of the clients. At “ADIV Human Resources Consultancy L.L.C.”, we make the right choice across all the functional areas.

Resources:

https://www.adivhr.com/
http://putina-consulting.com/
https://www.adivhr.com/
Human resources consulting

and Human Resources Information Software (HRIS) to manage payroll and other HR processes and keep workforce operations running smoothly and efficiently. They might also need to perform data analysis and projections.

Human Resource Consulting Proposal PowerPoint Presentation Slides

Key functions of human resources

A company’s HR department serves many purposes and roles. Whether you’re interested in pursuing a role in human resources or you’re curious how HR will affect your job search and employment experience, it’s important to understand what HR does. Here are some of the most important functions they oversee:

Recruitment and staffing

Human resources plays a significant role in determining a company’s staffing needs, recruiting new employees and hiring well-qualified candidates. This responsibility includes critical tasks such as identifying qualifications and requirements for each position, writing job descriptions and placing job postings, evaluating resumes, conducting interviews, completing background checks and working with department managers to select ideal candidates.

New hire onboarding

After hiring employees, the human resources department guides new team members through their first days or weeks at the company. This process introduces new team members to the workplace culture and provides access to company resources that will help the employee navigate their employment journey and settle into their new role.

The HR staff is also responsible for developing and executing an onboarding plan to help new hires integrate into the workforce seamlessly and provides them with the information and tools they need to succeed in their roles. This guidance helps employees acclimate to their new position and workplace quickly and easily which benefits both the employees and the organization.

Training and development

Whether an employee is a new hire or a long-time contributor to the company, they need ongoing skill-building and career development opportunities to continue being productive and successful to meet personal and professional goals.

It is the HR department’s responsibility to plan and oversee the training needs of employees. Career development courses and training may include education on new technology, employee relations or leadership training for current or prospective supervisors. Training can be one-on-one, through group meetings or via online courses and self-education.

Compensation and benefits

HR works with executive leadership to establish the organization’s compensation philosophy. HR professionals often conduct market research to determine competitive pay rates and develop the compensation structure. They also work with insurance brokers to select health and welfare benefits such as medical, dental, vision, life insurance and 401(k) for employees. HR also oversees benefits administration including enrollment and processing.

Any questions employees have about their benefits, vacation and personal time or financial incentives should be directed to their human resources representative who is knowledgeable in these packages and programs.

Employee well-being

The human resource department helps support and improve employees’ work-life quality as well as the company culture. They create and oversee programs such as daycare, health and wellness initiatives, paid time off and other efforts to keep employees happy, healthy and motivated.

A well-run company should show concern for and care about each of its employees. The human resources department helps foster this supportive work environment which helps reduce employee turnover and enhance performance.

Employee relations

Human resources often acts as a mediator between employees and upper management or fellow employees. When employees face an issue at work, they should feel comfortable going to their human resources department for guidance, advice or to document concerns.

This system helps resolve potential workplace conflicts and disputes quickly, smoothly and professionally, as HR professionals are often trained in conflict resolution. If disciplinary action is required, the department will help manage this as well. Human resources also help improve employee engagement and job satisfaction. If a workforce is unionized, the department can also help interface between employers and labor unions.

Performance reviews and promotions

The human resources department facilitates annual or semi-annual performance evaluations for all employees. A performance review process allows managers to check in with employees one-on-one to discuss performance, define performance criteria and measurements, set expectations and goals which align with business objectives and drive employee development while promoting fairness and transparency.

Based on performance, experience and seniority, an employee’s manager and human resources might decide to promote an employee or present them with a salary increase. Generally, HR works with senior leadership to set company rules and expectations for promotions and reward top employees for their dedication and commitment to improvements.

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Resources:

https://www.slideshare.net/SlideTeam1/human-resource-consulting-proposal-powerpoint-presentation-slides
https://www.indeed.com/career-advice/finding-a-job/human-resources-definition
https://www.slideshare.net/SlideTeam1/human-resource-consulting-proposal-powerpoint-presentation-slides

Vowel LMS is a customizable platform that enables unification and flexibility. Through enterprise management training, it can create user groups, maintain control, and work with your existing systems through basic integrations right from its dashboard.

Top 10 Enterprise LMS

Are you seeking to maximize the learning within your enterprise? Finding the right learning system will allow your employees to receive the benefits of a modern training program and result in better training results. Statistics show that dated, workplace training that involves an afternoon of sitting in a boardroom going through PowerPoint slides are as much uninspiring as they are ineffective. A modern Learning Management System (LMS) has proven to improve learning transfer by 17%, improve engagement by 50%, increase development speed by 300%, and reduce development costs by 50%.

Based on these statistics alone, it’s worthwhile for any business, enterprise or not, to step out of traditional training and embrace modern LMS. Discover some of the top 10 enterprise LMS below to boost your employees’ learning experience.

EdApp

EdApp is free, but that doesn’t mean it has reduced features. In fact, this award-winning mobile-first training solution boasts an impressive collection of features to drive learning results and is being used by some of the world’s leading organizations. Enterprises like Shell, Coca-Cola, and Mars use EdApp to train their teams on a global scale and a big part of its popularity is due to the collection of built-in features.

One of these features is a completely free, editable course library. This world-class collection is made up of hundreds of ready-made courseware for you to edit and deploy to your teams. Find everything from onboarding, health and safety, leadership and management styles, sales strategies, and more to take your workplace training to the next level. With a focus on continuous learning and constant growth, the editable course library is growing daily with increasing resources to train your audience with ease.

If you’d rather create content from scratch, EdApp’s powerful SCORM compliant authoring tool makes it quick and easy to develop beautiful and effective training. This is easily achieved by utilizing EdApp’s 50 templates, all of which are designed to cater to a diverse set of learning styles.

If you’re looking for something a bit more customizable for your workplace, EdApp has a built-in Canva integration where you can create entirely bespoke graphics to deliver to your team. Beyond design and branding customization, you can also easily import your previous training content into EdApp microlessons like videos, PowerPoint slides, voice recordings, and more.

Best practices for enterprise learning

1. Develop flexible learning opportunities

No matter how big or small your company is, employees today want flexibility. This needs to extend to your training program. Training should be accessible across multiple platforms, especially mobile. Modules need to be easily translated and understood if you employ international employees and users. This also goes for the flexibility to be able to access information regardless of time zone.

2. Design effective training program

After you make your program easily accessible, you’ll want to focus on training program design. This not only includes the look and feel of your training system, but the components. People have short attention spans and have a hard time retaining what they’ve learned. So by adding training enhancements like quizzes, whitepapers, podcasts, infographics and case studies, you’ll get vested employees who actually use what they’ve learned.

3. Provide multiple training methods

Every learner has their preferred method of consuming information through different learner styles. It’s important to provide your users with various ways of accessing, consuming, and retaining information. Try incorporating some of the following methods into your enterprise learning strategy:

4. Create a collaborative learning environment

Training has evolved over time from static modules to training systems to now collaborative learning. So to keep up with changing learning trends, you should add elements of collaboration to your enterprise learning program. It’s used to ask questions, give feedback and share common interests. So in training, you can set up online chat groups, peer Q&A sessions and even onboarding groups for new employees.

5. Make accessing learning easy

To obtain higher completion rates for your training programs, make accessing your learning materials incredibly easy. This can be done using an effective search feature, assigning resources directly to learners, or curating content for different situations. An easier time finding and learning, means a more learning-focused company culture.

Enterprise learning trends

Enterprise learning today is putting employees first. With the access of information from blogs to webcasts to social media groups, employees are learning new skills daily. And some of this learning is coming from outside sources.

• Enterprise learning needs to be planned with the employee top of mind. To accomplish this, there needs to be clear learning objectives taken from the company goals. Then training modules should be created around these objectives. This should also take into account personal goals set for each employee.
• Training needs to be easily accessible and clear. A great way to accomplish this is through learning tracks. They receive a personalized dashboard based on their job role, making it clear what training they need.
• Employees learn more by collaborating with peers or other team members. So add in comments and chat groups to learning.
• Each employee is different in terms of skill set, so training should be personalized. By creating training modules that meet these needs, but are also interesting, employees will be fully engaged.
• Create learning materials that can be applied now. By creating content that can be used immediately, employees will see the value in retaining and actually applying what’s been learned.
• Learning needs to be ingrained in your company culture. After all, this is the essence of enterprise learning. So training needs to be top of mind throughout the organization and not an afterthought. That way, employees will understand the importance of training and be fully vested in it.
• Enterprise learning should be a team effort. Employees today want comradery and to be part of a company they are proud of. So by creating training groups or peer to peer learning, you’ll foster a learning community environment.
• Allow employees who have taken training to either comment or add a rating for the training they just took. Not only will this help you further refine the training based on the feedback, but it helps other employees yet to take the training.
• Put measures in place to study, analyze and get insight into how your training is working. This should include surveying employees and team leaders to get their perspectives on how effectively employees are putting these skills into action. Then based on your feedback, tweak what needs to be improved.

Sources:

https://www.edapp.com/blog/top-10-enterprise-lms/
https://www.continu.com/blog/enterprise-learning