Internet (Web) Marketers Executing Big Online businesses

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Most of the emerging entrepreneurs choose to conduct their business online. Due to the internet, entrepreneurs can now attain totally different international locations all around the world just to promote and sell their merchandise or services. If you wish to turn into a profitable internet entrepreneur, you should focus on your business website. And why is that?

Your success depends on the notion, really feel, and look of your site. It is due to this fact very important to maximize your web sites effectiveness in order that more subscribers are attracted to it and in turn boost your sales.

Its essential to be capable to have a squeeze page on your website. How will you do it? In the beginning, you could have a hosting account and domain. The domain needs to be in the hosting account. You possibly can build your web site by going to Microsoft FrontPage. This is a very straightforward thing to do so you will not encounter many problems. The form discovered in the squeeze page should match with the Auto responder form. This manner, private data on the squeeze page will be captured correctly.

To catch the attention of internet users, your site must have a charming headline. You may entice subscribers by giving them a free bonus, e-newsletter, and even eBooks.

Some entrepreneurs put their images on their web site squeeze page. If you want to do the identical, you should be extra cautious as pictures take up great file sizes. Your photo file needs to be diminished to a smaller dimension first so that it will not have an effect on the boot up of the squeeze page. Waiting too lengthy for a web page to boot up will certainly discourage visitors.

Putting your photograph isn’t an excellent concept as a result of some Promotional Power Banks guests are distracted by it and they also may miss some necessary info on the site. Sticking to text only in your squeeze web page is one of the simplest ways to load faster and supply all the data wanted by the visitor.

If you are able to do these items to your website, you’ll not have many problems and not solely that, extra folks will wish to subscribe. Many entrepreneurs have began from scratch. Some of them even had to expertise botched partnerships, failed businesses, chapter, and heavy debts however despite the misfortunes, many entrepreneurs had been capable of surviving. Now, they’re incomes 1000’s of earnings each year.

Becoming a millionaire as an web entrepreneur isn’t that hard. Actually, putting a bodily business is tougher than establishing a web-based business. However, each require laborious work, dedication, and perseverance.

You probably have the qualities and expertise of an entrepreneur, you need to attempt to set up your house on the net proper now. Know your on-line business alternatives and begin by creating an efficient website.

As mentioned earlier, the entrepreneur web site is likely one of the vital keys to success. Theres extreme competition among entrepreneurs on-line so you have to be ready for it. Attempt to identify a market you want that it’s a must to meet and then reply that want by placing up a web-based business.

There are lots of assets that yow will discover on-line to help you out as you start your on-line business. You have got to do a little analysis in order that your efforts will likely be rewarded when the fitting time comes. Being an entrepreneur is one of the simplest ways to achieve your dreams the soonest.

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FIRE NATION……CHASE YOUR DREAMS

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Got a Dream? Achieving certain dreams often requires FAR LESS WORK than achieving other, seemingly easier goals. Why is that so? Because it is much, much harder to work for to achieve a dream we don’t passionately desire. But when you manage to get yourself focused on what is naturally a passionate interest. your work becomes play.


Did you ever had a dream…..Got a Dream?

Achieving certain dreams often requires FAR LESS WORK than achieving other, seemingly easier goals. Why is that so?

Because it is much, much harder to work for to achieve a dream we don’t passionately desire. But when you manage to get yourself focused on what is naturally a passionate interest. your work becomes play.

Is Your Dream a Good Fit?

Hopefully you have invested some thought clarifying your dream … and you know exactly what you want. If that is the case. why not take a few minutes to ask yourself an important question — am I pursuing the right dream and goal for ME?

Here is why that is so important: You will never really achieve your true potential as long as you pour your energy into something that does not really fit your true passions and interests! Does that seem too simple?

Think about it. It is often very easy to automatically adopt someone elses goal. We were trained to do that very thing as children.

Ninty-nine percent of us were fully expected to achieve the goals our parents and educational system set out for us. Some of us gave in and tried to comply. Some of us rebelled and learned to fail instead. And some of us felt somehow inadequate because we did not have the natural interest and/or aptitude to do what we were expected to do.

If you find you never seem to achieve your goals, you may be setting goals you don’t really desire or believe in for yourself.

This is never going to lead to success. What leads to is one false start after another… and a tendency to want to quit after the first bump in the road. This is a major dead-end, and will do nothing but gradually erode your self confidence.

PURSUE AN APPROPRIATE DREAM

Three things will happen if you make the effort to refocus yourself around a dream and supporting goal that is more in keeping with your natural talents and passions:

First, you will be happier, less stressed, and far more productive.

Second, you will be more likely to hang in when you hit those jarring bumps in the road.

ThirdFree Web Content, there is a higher probability you will achieve a level of excellence at what you’re doing. This increases your value thereby increasing your potential for increased return on your efforts.

Put your goal to the test. Does it truly “measure up” to your innermost desires?Now … ask yourself this question: What do you have to do NOW to get what you want?


IGNITE & EXPLODE …..ignite

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Social Media Messaging Market – Global Industry Analysis, Forecast 2016 – 2023

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Social Media Messaging Market: Overview Social media messaging is a communication medium integrated with social networking platforms. Social media offers a platform to share information, news, and tr…

Social Media Messaging Market: Overview

Social media messaging is a communication medium integrated with social networking platforms. Social media offers a platform to share information, news, and trends with your connections across the globe. Social media messaging is an instant messaging service which helps to connect with the people including friends, colleagues, and others in a better way than conventional messaging. In social media messaging services, message can be presented in multiple formats including, text, voice, photos, and videos.

Currently, companies are primarily focused on social media messaging services to advertise their products and increase brand awareness. In addition, social media messaging provides a platform for lifelogging, payments, gaming, media, and other services.

Social Media Messaging Market: Trends and Growth Propellers

In the past decade, communication has changed from conventional text to multimedia messaging. The increasing internet penetration plays a key role in the rapid growth of social media messaging. The penetration of various messaging services is increasing over the time due to advancement in mobile data network technologies such as 4G, and 5G provided by internet service providers.

Furthermore, the cost of social media messaging is much lower than conventional messaging services provided by mobile operators. Thus, a consumer prefers social media messaging service over conventional messaging. In addition, companies are using social media messaging services to increase brand awareness about their products and services.

Governments across the world focus on monitoring social media messaging services to keep track of erupting political movements, crises, and epidemics in unlawful activities. Likewise, social media messaging companies are introducing innovative design, and transformation in messaging platforms to increase the adoption. These factors are expected to drive social media messaging market over the forecast period. However, increasing inappropriate messages, and false information are affecting the transparency of the social media messaging. Furthermore, lack of internet penetration and unavailability of technology in a number of developing regions is expected to impede the growth of social media messaging.

Social Media Messaging Market: Segmentation

The social media messaging market is segmented by platform, message type, age group, and geography. By platform type, the social media messaging market is segmented into web application based, and mobile application based messaging. By message type, this market is segmented into instant messaging, and non-instant messaging. Based on the use of social messaging, social media messaging market is segmented by age group into 18 – 29, 30 – 49, and above 50.

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On the basis of geography, the social media messaging market is segmented into North America, Europe, Asia Pacific, Latin America, and Middle East and Africa. Among these regions, North America and Europe have been witnessing high growth in the social media messaging due to high internet penetration, improved mobile technologies such as 5G, and adoption of social media platforms.

However, Asia Pacific and Middle East & Africa are expected to see large scale adoption of social media messaging in the coming years. This is primarily due to increasing awareness of social media messaging applicationsArticle Submission, and adoption of social networking platforms and services led by slow but steady growth in internet penetration.quickmove

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Global Cognitive Computing Market 2016

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Intense Research releases a new market research report “Global Cognitive Computing Market (Technology, Application, End User, Deployment Type and Geography) – Size, Share, Trends, Company Profiles, Demand, Insights, Analysis, Opportunities, Segmentation and Forecast, 2014 – 2020” to add to its collection of research reports.

Cognitive computing processes extraordinary volumes of complex data and dramatically enhances the productivity levels in enterprises.Cognitive computing is considered as a next-generation system that interacts in human language and helps human experts to make better decisions by understanding the complexity of big data. Cognitive computing can process human language, unstructured data and can even self-learn by experience and perform tasks similar to the ones done by humans. In the current scenario, big data is increasing due to digitalization and most of the data is received in unstructured form such as images, videos, natural language and symbols. Cognitive computing, with the help of different technologies such as natural language processing, machine learning and automated reasoning, translates unstructured data to sense, and infers and predicts the best solution. Cognitive computing is majorly used in BFSI, healthcare, security, and retail applications. Increasing volume of unstructured data and advancements in technology largely drive the cognitive computing market. Cloud based technological advancements, development of innovative hardware and software systems and cognitive experience interfaces would further create opportunities for the cognitive computing market.

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The market for cognitive computing is segmented on the basis of technology, applications, end user, deployment type and geography. Natural language processing technology accounted for the maximum revenue share in 2014 and this segment would continue to dominate during the forecast period (2015–2020). Natural language processing and machine learning have generated nearly 44% and 30% of the revenue respectively, in 2014. Retail and security would be the fastest growing application segments registering CAGR of 35.8% and 36.5% respectively, during the forecast period.

The key players in the market are acquiring specialized technology companies to gain technical expertise in order to develop innovative solutions. In March 2015, IBM acquired AlchemyAPI, one of the leading providers of scalable API services and deep learning technology, which would aid the development of IBM’s next generation cognitive computing applications. In Jan 2014, Google acquired the cognitive computing start-up DeepMind with the aim to integrate DeepMind’s NLP technology into its core search product for better understanding the queries written in a natural language.

Key players of the cognitive computing market are IBM Corporation, Google Incorporation, Microsoft Corporation, Nuance Communications Inc., 3M, Hewlett Packard (HP), Statistical Analysis System (SAS), SAP, Tibco Software and Oracle Corporation.

Get Full Table Of Content (Index) Of Cognitive computing Market: http://www.intenseresearch.com/market-analysis/global-cognitive-computing-market-technology-application-end-user.html#table-of-content

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Competence What a hell is that thing in todays world

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Competencies comprise the knowledge, skills, values and attributes demonstrated through behavior that results in competent and superior performance. Competency describes what superior performers actually do on a job that produces superior results.

CHARACTERISTICS OF COMPETENCY

Motives: things a person constantly thinks about or wants which result   in action

Traits: physical characteristics and consistent responses to situation or information

Self-concept: a person’s attitudes, values, or self-image

Knowledge: information that a person has in specific content areas

Skills: the ability to perform a certain mental or physical task

 

CLASSIFICATION OF COMPETENCY

  • Threshold competencies
  • Differentiating competencies
  • Behavioral competencies

 

  • Threshold competencies

               The characteristics required by a jobholder to perform a job effectively are called threshold competencies. E.g. for the position of a typist it is necessary to have primary knowledge about typing, which is a threshold competency.

  • Differentiating competencies

The characteristics, which differentiate superior performers from average performers, come under this category; such characteristics are not found in average performers. E.g. knowledge of formatting is a competency that makes a typist to superior to others in performance, which is a differentiating competency.

  • Behavioral competencies

These refer to competencies that are required by people in terms of behavior. E.g. team working-the competency required by an employee working in a typing group in an office where they may be required to cover up for others as the work grows.

Classification of Competencies

Competencies can broadly be classified into two categories –

 

  • Basic competencies
Competencies = Basic Competencies + Professional Competencies
  • Professional competencies

 

Types of Basic Competencies

  1. Intellectual Competencies: Those which determine the intellectual ability of a person.
  2. Motivational Competencies: Those which determine the level of motivation in an individual.
  3. Emotional Competencies: Those which determine an individual’s emotional quotient.
  4. Social Competencies: Those that determine the level of social ability in a person. It has been proved by various scholars that all individuals have competencies. Only the combination and degree of these competencies differ from individual to individual. Hence, organizations have to identify the critical basic competencies required for individual employees to deliver their best in their organization. The importance of mapping the competencies proves critical for organizational success.

 

Types of professional competencies

Optimizing career prospects: this competence involves the ability to envision future opportunities, and having determined broadly defined goals, to create and make own chances. It represents a form of well – considered opportunism. To undertake optimizing process successfully, a particular set of skills and behavior need to be brought into play.

Career Planning – Plying to your Strength: In career planning of employees, four steps are involved. They are

  • Review how for their work are using their skills and satisfying their needs and interests.
  • Identify the own development needs and what is required for effective performance.
  • Obtain data from the experience of mentors, partners and other work colleagues
  • Anticipate future changes and prepare for job opportunities that might arise.
  • The development of career planning competence should go some way to help individuals to take ownership and management of their own career development

Engaging In personal Development: employers are no longer guarantee life long continuity of employment or upward career progression. Therefore, more attention is to be paid to personal development rather than career development alone. The forms of personal development vary, but the range I s increasing. For this purpose firstly, employee need to have a sufficient self awareness to review and identify their development needs. Secondly they need to be effective learners with a positive attitude towards the learning process. Learning seldom happens in a vacuum; it takes place in a social context and those in the workplace may need to gather around them a supportive network in order to understand personal development activity of a challenging nature.

Balancing work and Non-work: the concern to balance work and non work is clearly a function of career stage. Being able to define one’s own work priorities and maintain one’s motivation in the absence of externally defined checks on performance become increasingly important. The issue of balancing work and non-work is problematic because of the competing demands of work and personal life. The competence to balance work and nonworking is required by all those in the workplace because the relationship between the two is never static, but ever changing.

COMPETENCY MAPPING

 

Competency Mapping is a process of identifying the key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization.

 

Models for competency mapping

A competency mapping is a description of skills, traits, experiences and knowledge required for a person to be effective in a job. There are three models in mapping the competencies described as follows:

THE ONE-SIZE-FITS-ALL COMPETENCY MODEL

This model uses the data obtained from existing job descriptions and job analysis. The data pertaining to a class of jobs, for example all sale representatives will be consolidated and key features will be identified to convert them into competency traits. The general features like organizational mission, objectives and culture related competence would be added to build a competency model for a particular type of employee.

THE MULTI JOB COMPETENCY MODEL

There are three steps in this. In the first step, Competencies required for organizational function will be identified. Secondly these competencies will be classified into technical, social, marketing, management, finance and general. In the third step, Combination of competencies will be grouped to draw a particular role like finance manager, technical manager, quality manager like wise.

THE SINGLE JOB COMPETENCY MODEL

This is the traditional, time tested and commonly used method. A position that is most important and being performed well will be identified from a class of positions (Jobs). Data will be obtained observing its incumbent while performing the job, discussing with him/ her and other related departments, past records, decisions taken by that person, formal job description etc. the data so obtained will be used to build competency model for that particular position.

MODEL OF COMMON MANAGEMENT COMPETENCIES

The availability of right quality and quantity of management competence is the key factor in business success of organisations. This realization struck many organisations during the current decade and effort made to tone up their managers. A common issue across all the organisations is, managers should be equipped with what kind of competencies. It is also a fact that managers must possess the competencies specific to their organizational need and environment. According to Andrew May there is a competence set that is applicable to all organizations and he illustrated them in his paper titled           “Developing Management Competencies for fast changing organisations”.

These are:

  1. Operations Management
  2. Managing Time effectively such as control of time scheduling and project control
  3. Planning and decision making consisting controlling planning, option evaluation and evaluation of plan performance
  4. Managing change consisting Identifying Improvement opportunities, Formulating change objective and Monitoring and evaluating change
  5. Quality management consisting quality measurement, conditions monitoring and diagnostics and systems control
  6. People Management
  7. Team leadership indicating leadership style, structured team, delegation, counseling and meeting participation
  8. Performance management consists of assessing competencies, job design and review, target setting and review , and motivation of staff
  9. Influencing others like planning process management and negotiating.
  10. Legal issues of employment that includes health and safety, recruitment and employment conditions, and industrial relations
  11. Financial Management
  12. Financial controls that includes Cost Monitoring, Financial Statement Analysis, Results preparation, and financial system awareness.
  13. Financial planning Including Investment appraisal, System development, and managing outsourcing
  14. Information Management
  15. Communication that includes Presenting Information, Selling ideas and behavior interpretation.
  16. Marketing
  17. Marketing consisting of marketing strategies
  18. Behavior competencies
  19. This includes Entrepreneurial, Creative thinking, Management synergy, Logical thinking, and Analytical ability

EQUITY AND COMPETENCY BASED PAY

Compensation

Compensation of an employee consists of mainly three components, the base wage or salary, incentives and benefits. Base wage or salary forms the basis for calculating or determining the total compensation of an employee.

There are three different concepts of wages: the minimum wage, the fair wage and the living wage. The minimum wage is the least of them all and the living wage, the highest. Minimum wage is the base wage that an employee has to be paid to fulfill his basic needs and provide basic amenities for his family. The fair wage takes into consideration the paying capacity of the employer. The living wage, which is the highest of the three, is aimed at providing a comfortable living for the employee and his family. It includes providing health, educational and social facilities. Traditional wage plans include the piece-wage plan, based on the units produced by the employee and the time-wage plan, based on the total working time of the employee. Modern wage plans include skill-based wage plan, competency based wage plan.

COMPETENCY BASED PAY

The design of most compensation programs reward employees for carrying out their tasks, duties and responsibilities. The job requirements determine which employees have higher base rates. Employees receive more for doing jobs that require a greater variety of tasks, more knowledge and skills, greater physical effort, or more demanding working conditions. However, some organizations are emphasizing competencies rather than tasks. A number of organizations are paying employees for the competencies they demonstrate rather than just of the specific task performed. Paying for competencies rewards employees to exhibit more versatility and continue to develop their competencies. In knowledge based pay (KBP) or skill based pay (SBP) systems, employees start at a base level of pay and receive increases as they learn to do other jobs or gain other skills and therefore become more valuable to the employer. For example, a power loom operates single color, two color, four color, six color and multicolor weaves. The more colors, the more skill is required of the power loom operator. Under a KBP or SBP system, the operator increases his or her pay as they learn to operate the more complex processes like four colors, six colors and multi color weaves, even though sometimes they may be running only two color weaves.

The success of the competency based pay plans depends on the managerial commitment to a philosophy different from the traditional one in organizations. This approach places far more emphasis on training employees and supervisors. Also, workflow must be adapted to allow workers to move from job to job as needed. When an organization moves to a competency-based system, considerable time must be spent identifying the required competencies for various jobs. Then each block of competencies must be priced using market data. Progression of employees must be possible, and they must be paid appropriately for all their competencies. Any limitations on the number of people who can acquire more competencies should be identified. Training in the appropriate competencies is particularly critical. Also, a competency based system needs to acknowledge or certify employees as they acquire certain competencies, and then to verify the maintenance of those competencies. Hence this type of pay system requires significant investment of management time and commitment.

 

Outcomes of Competency Based Pay System

The benefits of the competency based pay system can be analyzed under two categories

(i) Organization related outcomes and

(ii) Employee related outcomes, which are discussed below.

Organization Related Outcomes

  1. Greater work flexibility
  2. Increased work effectiveness
  3. Fewer bottlenecks of work flow
  4. Increased worker output per hour
  5. More career enhancement opportunities
  6. Increased internal supply of work force
  7. Undisturbed work flow
  8. Enhanced organizational learning

Employee Related Outcomes

  1. Enhanced employee understanding of the organizational “big picture”
  2. Greater employee self management capabilities
  3. Greater employee commitment
  4. Greater employee self enhancement
  5. Improved employee satisfaction
  6. Increased employee motivation
  7. Increased employee participation in training activities
  8. Increased individual learning
  9. Better and equipped work force
  10. Employee can withstand change in a better way
  11. With increased skill sets, employee feels confident.

 

Pay Openness

Another equity issue concerns the degree of openness or secrecy that organizations allow regarding their pay systems. Pay information kept secret in closed-systems includes how much others make, what raises others have received and even what pay grades and ranges exist in the organization.

A growing number of organizations are opening up their pay systems to some degree by informing employees of compensation policies, providing a general description of the compensation system, and indicating where an individual’s pay is within a pay grade. Such information allows employees to make more accurate equity comparisons. The crucial element in an open pay system is that managers be able to explain satisfactorily the pay differences that exist.

External Equity

If an employer does not provide compensation that employees view as equitable in relation to the compensation provided to employees performing similar jobs in other organizations, that organization is likely to experience higher turnover. Other drawbacks include greater difficulty in recruiting qualified and high-demand individuals. Also, by not being competitive the employers are more likely to attract and retain individuals with less knowledge, skills, and abilities, resulting in lower overall organizational performance. Organizations track external equity by using pay surveys.

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