Posts Tagged ‘human resources’

A data entry job scam can target you in several ways. There are forms you can fill out at the mall or online that makes you think you are winning something or getting valuable information when in actual fact you are subscribing to a mailing list. Data entry business scams use lists to get the names of the people they need to begin mailing. Once you are on their list, be ready to get a heap of information.

Sites like Craigslist are a big target for these data entry business scams. Using the employment area, they add jobs in the data entry section. They will list a city and even a smaller city near there. As soon as they get your information they add you to the mailing list that is eventually sold. The list will be sold more than once because they do not care how many emails you receive.

A few things to consider when posting for a job on Craigslist is:

• Information contained in the posting has no city information. A job posting will give the part of town the job is located in. Legitimate employers give some information about the area where their company is located as they want to give you as much information as possible to make a decision. They put the area of town in the posting to help cut down on the amount of calls and resumes they would receive without it. A data entry business scam will not have anything that gives you town information in the posting.
• There is no way to reach them. When you send in your CV, you want to have someone to follow up with. If it is a blind ad, it may just give an email address or request you to send it to Human Resources. A data entry business scam may just have job information and nothing else.
• When do you begin? Data entry business scams will be very vague with start information or look as if they required you last week. Most employers know that the process will take a few weeks, so they don’t appear like they will have to close until you get there. They want you to give your current employer notice. There is not a real job waiting for you with scam artists so they are unconcerned about that part.

The job posting will sound great and you will feel as though the job was made for you. You may have lost your job and really need a new one. Data entry job scams will sound perfect for you. Once you read it, you will email your resume. You will be so excited that you will get your resume together and send it to them straight away. In your mind, you want to be the first in line when in reality there is no opportunity at all. What you are feeling will turn out to be very false, as you will find that there is really no opportunity at all. And once they do apply, they are hit with all types of spam in their inbox and even at the postal address that they put on the CV.

If you want to avoid a data entry job scam visit our site today to find data entry internet jobs

Organizations that implement a change management programme need to be careful that all the predicted efficiencies are not then negated by an abundance of dissatisfied employees suffering from low moral and excessive pressure. The benefits of an organization having a highly motivated workforce can be considerable and the two goals of having employees that are both motivated and productive should not be regarded as being mutually exclusive to one another.

Left unresolved employers run the risk of alienating their employees and events can then cause employee frustrations to explode resulting in employers finding themselves on the back foot, faced with problems that cannot be ignored.

Ideally employers would allocate the time to fully understand the needs of their employees and learn from their experiences of working on the front line, but employers are too often themselves tied up with the day to day task of fighting their own fires.

By automating much of the intelligence gathering process and providing the findings in a format that can be readily analysed online surveys provide employers with an efficient, effective and low cost method to help achieve a pleasant working environment, where staff satisfaction and productivity is high.

Unproductive & dissatisfied

There are many reasons why employees may be dissatisfied with their job and more often than not staff frustration is channelled into a demand for higher salaries and less hours. Managers who tackle these issues head on, making it all about salary and hours, will often find themselves dealing with the symptoms and not the root cause.

It’s not about money

The following are some common barriers to achieving productivity, none of which are likely to be resolved by increasing salaries or reducing hours:-

• Insufficient training
• Out of touch management
• Out of date working methods
• Lack of proper tools and equipment

Increasing salaries is not always a solution to employees’ problems nor as many studies have revealed is it the most important motivator for most employees.

Take the case of a single mother who is juggling a full time job with the need to look after a child. Out of frustration she may demand more money so that she feels that she is able to cope where a better solution, for both her and the business, may be more flexible working hours.

It is about communication

It is in the interests of all companies to encourage good communication. An organization that makes communication between management and personnel difficult, or that takes the view that it is the responsibility for personnel who have a problem to say something, can often deceive themselves into thinking their workforce is content when it is not. It only takes one small problem and one disgruntled employee to feel aggrieved for an entire workforce to develop a destructive ‘them and us’ attitude.

Improving communication

For very small organizations it may be manageable to have regular meetings between the employer and individual employees but for larger companies this would probably prove impractical.

Regular meetings between management and worker representatives are good in theory but can degenerate into talking shops and slowly lose their purpose as the participants from both sides become familiar with one another and the meetings run the risk of being hijacked by the more extreme personalities.

Suggestion boxes can have their value but they can be viewed as token efforts by management as they wait for personnel to highlight a problem.

Newsletters can provide a positive contribution, but their primary function is to inform and not discuss employee issues.

Maintaining the initiative

Conducting employee satisfaction surveys on a regular basis you are able to ask each employee specific questions and present a pro-active management initiative where the whole workforce can be canvassed on various issues. Surveys are able to provide a level playing field between the quieter and more vocal employees.

Consultation should not be seen as a sign of weakness, a confident manager will take counsel from all quarters before making a decision. By issuing a survey the employer is able to keep the initiative and tackle problems from a position of strength as opposed to waiting for problems to manifest and then possibly develop out of proportion.

Small problems left unresolved can lead to a situation where a minor problem might break the camel’s back and the workforce mood change from positive to negative over night.

Quick and easy

For the majority of organizations online surveys represent a proactive and low cost solution. For the majority of organizations where most of the personnel have desktop computers, online surveys are quick to design and deploy direct to the individual.

Where not all of the personal have access to a computer there are various options available that will allow you to accommodate their responses such as providing a shared computer, conducting telephone surveys or as a last resort, a hardcopy survey where the hard-copy responses can be added to those who competed the survey online.

Job satisfaction

There are a number of elements that combined will provide an employee with job satisfaction, from company ethics, working environment, methodology and ethos to having good and effective management. Job satisfaction brings benefits through improved productivity and motivation from a workforce that feels that they are treated as individuals and not a commodity item.

Educate and inform

An often overlooked benefit of online surveys is that they can be used to educate and pass on important information to the workforce, ensuring that the ‘message’ does not become corrupted as it is handed down by the phenomenon of Chinese whispers.

An online survey can explain a difficult situation to the employees and get valuable feedback as to the best solution. It is rare in this situation that the workforce would appear negative; it is more likely they will feel informed and empowered and that might be enough to turn a negative problem into a positive challenge that unites the workforce.

Exit surveys

Exit surveys represent are a good way of making sure that when people leave an organisation they are leaving for the right reasons and not due to reasons that if appreciated earlier could have been addressed and resolved by management. Identifying a problem may not be enough to prevent a person from leaving but it could lead to an unappreciated issue being resolved that may be all that is required to stop other key personnel from also deciding to leave.

Analysing the results

After having consulted with the workforce using an online survey the survey results are available for instant analysis. Common and specific problems can be identified very easily and then brought to the attention of senior management who will then have the chance to address the issues that have been raised.

Summary

Used regularly online surveys represent a simple and productive method of taking the pulse of an organisation and an easy way to establish a two way communication channel between employer and employee with the results providing management with vital, accurate and significant information.

For a Sample Employee Satisfaction Survey:- Employee Satisfaction Survey Template

For a sample Employee Exit survey:- Employee Exit Survey Template