Friday, November 7, 2008

HR Amazon Store - Watches

Amazon, Watches, Accessories, Pocket Watch Chains, Watch Batteries, Watch Cabinets & Cases, Watch Repair Tools & Kits, Watch Winders, Watchbands, Casual Watches, Collectible Watches, Dress Watches, Fashion Watches, Pocket Watches, Sports Watches, Brands, Accutron, Activa, Appetime, Armani, Armitron, Army, Avirex, Bahama, Barbie, BCBGirls, Blanc, BlancPain, Boss, Breitling, Bulova, Burberry, Calvin Klein, Caravelle, Cardin, Carrera, Cartier, Casio, Cerruti, Charles Winston, Chopard, Christian Dior, Citizen, Coach, Cole, Concord, Corum, Croton, Dexter, Diesel, Dior, Disney, DKNY, Ebel, Ecko, ESQ, Fender, Fendi, Flash, Fossil, Frank, Freestyle, Friends, Gabbana, Genta, Geographic, Gevril, Givenchy, Glove, Gucci, Guess, Hamilton, Heuer, Hilfiger, Hublot, Immersion, Invicta, IWC, Jaeger-LeCoultre, JLO, Johnson, Jurgensen, K&Bros, Kitty, Klein, Lacroix, Legend, LEGO, Lemans, Locman, Luminox, Maxazria, Mercier, Michele, Miyake, Montana, Moritz, Motorcycles, Movado, Musical, Nautica, Nike, Oceanus, Omega, One, Original, Oris, Panerai, Penguin, Perregaux, Piccard, Piguet, Pride, Pulsar, Puma, Rado, Rolex, Rotary, Sector, Seiko, Shortcake, Shrek, Sisley, Sixty, Skagen, Spiderman, Steel, Swatch, TechnoMarine, Timberland, Time, Timex, Tissot, Torgoen, Transformers, Valentino, Vestal, Vian, Vostok, Warhol, Wars, Weil, Wenger, Winston, Wittnauer, Zenith, Zodiac.

HR Motivational - Success Begins Every Morning

This week I was reminded (again!) about how vital it is to plan my day each morning. On Thursday, I sent the following note to my clients and a few friends:

"As most of you know, in September we got a new puppy, and puppies upset every schedule known to humankind. But this week Tucker has finally matured enough that I can "pretty much" resume my tradition of coffee, planning my day, and walking each morning. He's still a baby and I wouldn't claim he's reliable yet, but this week I've had my coffee and sat at my table about 6:00. I write for maybe 30 minutes--occasionally reminding Tucker what a good dog he is to lay by the window. It's made a huge difference in my productivity, my attitude and my energy!
I wouldn't encourage everyone to follow my particular rituals. Not everyone loves to journal, not everyone drinks coffee. But whatever routine WORKS for you, FOLLOW IT! Start your day with focus and precision.
I don't regret the distractions while Tucker was so small, but I do appreciate how much they COST me in lost productivity. Take charge of your day or I can pretty much promise "circumstances" and "they" will do it for you! Follow your rituals. Plan your day. Start strong."

The past few weeks have been stressful. I suspect it's similar to having a new baby in the house, though out of respect for young parents I hesitate to make that claim. What I can say is that a "failure to plan is a plan to fail."

While Tucker was tiny and needed to go outside a couple times a night, needed to be fed first thing in the morning, and hadn't learned to wait while we started our day, my days began in chaos. Not "bad" chaos--we love him, after all!--but on a schedule dictated by his needs, rather than my choice. BIG mistake!

Success begins in the morning. We either "seize the day" or we don't. We seize the initiative, or we don't. We work from a plan, or we don't. If we fail to take charge of our mornings, we allow fate and circumstances, other people and luck to play a huge role, and that's usually a mistake. "If we fail to plan, we are planning to fail."

High achievers seize the day. The winners in life organize their schedules and they decide what they will accomplish each day. Highly successful people close their office door so they can concentrate. Sometimes they refuse to answer the phone, or even skip a meeting. They know time and energy are their most vital resources and they allocate them wisely.

Specifically, here are four suggestions that can help:

1. Plan Your Day. Some people plan the night before, others do it first thing in the morning, but plan your day! Consult your calendar, review your goals, and decide in advance what you will accomplish each day.

2. Use a System. I use a simple 3x5 card to list my three top priorities each morning, and it helps. Whether you use a "to do list" or some other tool, have a system to keep you on track all day long. There will be distractions--count on it--and you'll need a system that automatically pulls you back on track.

3. Start Strong. I know, some people are "night hawks" and early morning is not a good time for them, but I'm convinced that routine is a HUGE part of starting the day with momentum and passion. I sit quietly, sip coffee, write in my journal and plan my day. Develop your own rituals, but have a pattern that empowers and gets you started!

4. Celebrate Victories! It's vital to acknowledge each accomplishment through the day. I know, some people think I'm silly, but when I cross an item off my to-do list, I pause to smile, maybe do a fist-pump, or even a little happy dance! Celebrations give us energy and confidence. And, face it, they're fun! Celebrate your wins every day.

There will always be days when the best laid plans fall apart. We know that. But in the long run, over time, we are responsible for our personal productivity and planning is vital to high achievement. If you're a night person, do it the evening before. Make whatever adjustments are helpful in your situation, but develop routines and rituals that organize your time, energy, and focus to get things done. Only you can do this, and if your goals are important to you, you MUST do it.
Thanks to Philip E. Humbert


HR Business - Clone Yourself

One of the key distinctions between creating your own job and building a business, is the ability to train other people to do your work for you.

Most professionals run their "practice" as a small business for tax and accounting reasons, but in fact they have a job they've created for themselves. They may enjoy not working for a corporation, but they still have to show up
and do the work in order to get paid.

Increasingly, professionals are training others to do much of what they used to do themselves. Attorneys use legal assistants, physicians use PA's, and the most successful real-estate sales professional I coach has a personal staff of people who work for HER, not for her broker. In many cases, her staff can close sales, even if she is on vacation. Her commissions continue while she is on the beach!

Successful business people learn to delegate. They hire experts who can strengthen and diversify the office. They understand that training and leading a team will always be more profitable than doing it all yourself. And, they invest in hiring the absolute BEST, most experienced people they can find, and they pay them very, very well. The know that in the end, hiring good people doesn't cost; it pays!

Learn to delegate and to train and lead others. The key to building your business is almost never "doing" more; it's hiring and supporting great people. To increase your own success, learn the skills of leadership!
Thanks to Philip E. Humbert


HR Quotes - Patience

"Patience and perseverance have a magical effect before which difficulties disappear and obstacles vanish."
~~~ John Quincy

"Unreasonable haste is the direct road to error." 
~~~ Jean Baptiste Moliere

"Patience is a bitter plant that produces sweet fruit."
Charles Swindoll

"Patience makes lighter what sorrow may not heal."
~~~ Horace


Amazon Watches         -

Amazon Computers     -

Amazon Computer       -
& Video Games

HR Motivational - Imprisoned No More

Author Emmett Fox tells a story of a man who became a prisoner for some misdeed that angered the King of his particular country. He was arrested and shut up in a dungeon beneath the castle. A ferocious-looking jailer carrying a long key escorted the man down a dark stairway. The door of the cell was opened, and the man was thrust into a dark hole. The door shut with a bang, and there he was.

He lay in that dark dungeon for twenty years. Each day the jailer would come, the big door would be opened with a great creaking and groaning, a pitcher of water and a loaf of bread would be thrust into the cell and the door closed again.

After twenty years the prisoner decided that he could not stand it any longer. He wanted to die but he did not want to commit suicide, so he decided that the next day when the jailer came he would attack him. The jailer would then kill him in self-defense, and thus his misery would be at an end.

To prepare for the next day, he decided to examine the door carefully. When the prisoner went to the door, he caught the handle and turned it. To his amazement the door opened, and upon investigation he found that there was no lock and never had been. For those twenty years he had not been locked in ... except in belief.

At any time during that period, he could have opened the door and been free. He thought it was locked, but it was not. He groped along the corridor and felt his way upstairs. At the top of the stairs two soldiers were chatting, and they made no attempt to stop him. He crossed the great yard without attracting attention. The armed guard on the drawbridge at the great gate paid no attention to him, and he walked out a free man.

He went home untouched and lived happily ever after. He realized that he could have left at any time throughout those long years since his arrest if he had known enough, but he did not. He was a captive, not of stone and iron, but of false belief. He was not locked in; he only thought he was imprisoned.

In may be safe to say that we all are prisoners, to some extent, of own making. We may find ourselves imprisoned by anger, resentment, remorse, or the belief that there are no other options for us in our lives and jobs -- that we are locked into doing what we are currently doing.

What kind of prison might you be living in that you would like to get out of? Remember, the prison is in our thoughts and the key to our release is the desire to be freed from limiting thoughts.

"Today I am reaching out and pushing the door open, and escaping from my own prison into a new day and new life."

By Mary Rau-Foster


Amazon Watches         -

Amazon Computers     -

Amazon Computer       -
& Video Games

HR Amazon Store - Computers

Access Points, Additional Controllers, AGP, ATX Motherboards, Blu-Ray ROM Drives, Blu-Ray RW Drives, Business Keyboards & Mice, Business Projectors, Casi Handhelds & PDAs, CD-ROM Drives, CD-RW Drives, Computer Add-Ons, Computer Cases, Computer Speakers, Controllers, Cooling Fans, CPU Coolers,  CPU Processors, CPU Upgrades, CRT, Dell Handhelds & PDAs, Design Controllers, Desktops, Device  Servers, Digital Media Adapters, Docking Stations, Dot Matrix, Drive Enclosures, Drives & Storage, DVD Recordable Drives, DVD-ROM Drives, External, FireWire Devices, Flatbed, Floppy Drives,  Full-Tower, Game Hardware, Gaming Keyboards, Gaming LCD, Gaming Mice, Garmin, Graphics Cards,  Grills, HandEra, Handheld, Handhelds & PDAs, Handspring, Hard Drives, Host Bus Adaptors, HP Handhelds & PDAs, Hubs, I/O Cards, IBM, Identification Card Printers, Inkjet, Internal Hard Drives, Internet Appliances, IP Cameras, JVC Handhelds & PDAs, Keyboards, KVM Switches, Laser, Laser  Pointers, LCD, Linux OS, Mac, Mac Memory, Memory, Memory Card Adapters, Memory Card Readers, Memory Cards, Memory Finder, Mice, Mice & Keyboards, Micr ATX Motherboards, Micr Tower, Microphones,  Earphones & Headsets, Mid-Tower, Modems, Monitors & Projectors, Motherboards, Multifunction Devices, Navman Handhelds & PDAs, NEC Handhelds & PDAs, Network Adapters, Network Attached Storage, Networking & Online Communication, Networking Kits, Notebooks, Palm, Palm OS, Parallel & Serial  Ports, PC Components, PC Memory, PCI, PCI Express, PDA Watches, Pepper Computer, Phone Line  Networking, Phot Printers, Pocket PC OS, Portable, Portable Speaker Systems, Power Supplies, Powerline Networking, Presentation Pointers, Presentation Remotes, Print Servers, Printer Memory  Modules, Printers, Printers, RAID Array, Routers, Scanners, SCSI, SCSI Disk Storage, Server, Sharp Handhelds & PDAs, Sheet-Fed, Slide & Photo, Sony, Sound Cards, Speakers, Subwoofers, Switches, Tablets, Tape Backup Devices, Telephony Products, Toshiba Handhelds & PDAs, Touch Pads, Trackballs, Transceivers, TV Tuners, USB Devices, USB Flash Drives, USB Ports, Vadem PC Assistants, Vide Capture & Editing Devices, Vide Converters, Video Capture & Editing Devices, Videoconferencing, ViewSonic Handhelds & PDAs, Webcams, Wired, Wireless, Zay Handhelds & PDAs, Zip Drives.

HR Safety - Going Green — What Is Safety's Role?

The ever-increasing attention given to environmental concerns coupled with high energy costs have made the subject of "green buildings" and "green workplaces" one of the hottest topics around. Here is how safety fits in.

As a safety professional, you not only can take an active role in the workplace greening process, you also can—and undoubtedly should—take the lead on initiatives that will increase the health of your workforce as well as the health of your organization's bottom line.

"Greening"—sometimes called "environmental stewardship"—means taking responsibility for reducing the environmental impacts of the services you provide and the businesses you operate, according to a white paper produced by the American Society of Safety Engineers (ASSE), "Safety Implications of Greening: Hospitality Executive Leadership Opportunities."

Some examples of greening, according to the paper's authors, include:

Reducing the Use of Hazardous Products and Materials

-- This reduces safety and health risks to employees, and it also reduces the amount of hazardous wastes to be disposed.

Using More Energy-Efficient Equipment In Heating, Cooling, and Lighting, and In Construction Materials for Remodeling or Expansions


  -- Electronic goods
  -- Reusable product packaging around single-use items
  -- Life cycle product analysis

Using Energy-Efficient or Alternative Fuel Vehicles

  -- Energy and environmental conservation
  -- Rideshare programs
  -- "Work-at-home" programs to minimize travel and traffic

Water and Natural Resource Conservation

  -- In housekeeping and maintenance
  -- Environmentally friendly land use

With so many areas to address, it would be easy to feel a bit overwhelmed. Fay Feeney, author of the ASSE white paper, says the greening process is definitely not a one-person job—you should appoint a project coordinator and then assemble a team with representatives from management, engineering, marketing, public relations, and human resources. Once the team is in place, Feeney suggests you ask yourself:

1. Where do we start?
2. Where are our greatest opportunities?
3. What about planning and budgeting?

"The first step is to evaluate your current greening status by looking at key performance indicators: energy and water use, safety metrics, energy equipment efficiency, construction practices, hazardous chemical use, waste disposal practices, environmental and safety training, and legal and regulatory compliance," Feeney wrote. "After you assemble this information, you can educate your team and employees, communicate your objectives and actions, set priorities and goals, and establish timelines."

Among the areas you will want to address, according to Feeney's paper, are:

Housekeeping and Maintenance

Greening your housekeeping and maintenance programs is a good place to start and can be implemented with very little cost. Meet with your cleaning and maintenance crews as well as your product procurement team to discuss the possibility of replacing hazardous products currently used with more environmentally friendly ones.

HVAC and Operating Systems

Over time, thermostats, vents, and heating and cooling systems no longer operate within their design specifications. Have your building inspected to ensure proper system alignment and calibration so that all systems operate at their designed efficiency, i.e., ducts are connected and insulated, sensors are operational, lighting control systems function properly, and drainage is provided when needed.

Water Usage

As the cost of water continues to escalate, conservation not only saves an invaluable resource, it also saves money. One of the biggest challenges is locating water leaks behind wall panels and under floors. Leak detection can be approached through a preventive maintenance program.


Next to temperature, no other building system has as great an effect on worker comfort and productivity as lighting. Lighting energy costs can exceed 20 percent of your electric bill. Reduce your electric use by lowering lighting. People prefer it. Replace incandescent light bulbs with compact fluorescent energy-efficient bulbs that use a fraction of the electricity and last almost 10,000 hours longer, thus reducing carbon dioxide emissions and saving you money. Buildings can also save on power costs by using LED exit signs and T8 linear fluorescent lamps. Install occupancy sensor controls that turn lights off in unoccupied areas (guest/meeting rooms, hallways, stairwells, garages, and restrooms).


Do not overlook your waste stream. If you can separate white paper, cans, bottles, glass, plastic, and mixed paper from wet garbage, you can reduce the waste stream and save money.

Just in case you think that helping the environment and the health of your workforce might not be enough to convince upper management, tomorrow we'll look at some examples of the big dollar savings that can be realized through greening programs.


Thanks to BLR


Amazon Watches         -

Amazon Computers     -

Amazon Computer       -
& Video Games


HR Retention - 8 Strategies for Retaining Techies (and the Rest of Us)

Here are techie retention tips from Christopher Knight of ISP-Planet. (Guess what? These tips are good for retaining any employees.)

1. Make Sure Techies Know What Their Next Step Or Challenge Is
so that they know specifically how they can make more money or earn their next promotion. A sure-fire way to lose good tech talent is to do only annual reviews.

2. Stay In Close Mental Contact.
Your employees need to know that you care enough to help them reach the next level of personal or career success.

3. Don't Impose A Cap That Stops Them From Achieving Their True Potential.
Provide an atmosphere that allows them to climb as high as their human abilities will allow.

4. Provide Them With Up-To-Date, Adequate Equipment.
If equipment is outdated, you will be able to retain only outdated technicians.

5. If Your Team Works Extreme Hours,
such as 60-70+ hours under extreme stress conditions, make sure you give them time off for themselves or their family, with pay.

6. Set Aside Play Time Each Day or Each Week.
Allow your staff to release tension and stress through play. Play can include nerf football, network quake, or any other game that allows every tech to escape the daily grind.

7. Drive Sales So That Your Techies Can Have Faith
that they will be able to climb as your organization grows. Stagnating sales team performance will eventually spill over and result in your techies quitting on you.

8. Use Stock-Option Incentives And/Or Bonuses
based on performance, such as uptime, customer telephone, or e-mail return response, or increased server or network response times to ensure that your techies' goals are in alignment with your organizational goals.

When you are recruiting and retaining—whether it's techies or "the rest of us"—success starts with the same basic HR tool—the lowly job description. Yet in many organizations the job descriptions are neglected.

Thanks to BLR


Amazon Watches         -

Amazon Computers     -

Amazon Computer       -
& Video Games

HR Safety - Safety Motivation: Carrot? Stick? Neither?

We often hear about the significance of motivation in athletic endeavors, or weight loss, or even acting. But just what does that mean? Motivation is what induces a person to act—or to refrain from action.

An article on our sister website, says that motivators can be inanimate, such as a sunny morning that draws you outdoors, or the fragrance that draws you into the coffee or chocolate shop. But, as applied to the workplace, motivation generally means whatever tools can be used to induce employees to perform in ways that advance the employer's goals.

Overall, these tools fall into the categories of rewards or punishment: Follow the company rules and receive a bonus, flout them and receive disciplinary action. Just a bit more subtle are those known as "carrots" and "sticks," which suggest the potential rewards and punishments that could result from particular behaviors. The carrots promise good things; the sticks threaten undesirable ones.

Most managers tend to favor the use of rewards, with punishment as a last resort. In the case of the carrots, they tend to be particularly effective when they lead to behaviors that are pleasing to both the worker and the employer.

Understanding the Rules

Workers are unlikely to perform in the way management wants if they are unclear about the do's and don'ts. Rules can be communicated in a number of ways, from new-hire orientation to handbooks to training sessions on particular operations. The best trainers explain the reasons behind the rules (just as a mother instructs her child not to run with a lollipop in his mouth not "because I told you so" but "because it could hurt you if you fall"). This provides both carrot and stick at once: Failure to observe the rules puts you in danger; compliance will keep you safe and healthy.

Because unsafe behavior and failure to observe the rules can cause harm to more than the individual-to co-workers, to property, and to the company-it is also important to let employees know the why, when, and what of disciplinary action. It is essential that these be made clear and that they are applied consistently.

Speaking at a BLR audio conference, safety experts Chip Darius and Robert Baldwin said that both the carrot approach and the stick approach have their shortcomings. For example:

The Stick
— Forcing your employees to follow the rules by chasing them around with a stick may work for a while, but it is not the best management style. According to Darius and Baldwin, it only works when the enforcer is around. Fear of getting caught tells the workers that they have to comply with the rules only when someone is watching over them.

The Carrot
— Dangling a carrot in front of your workers to get them to comply is another popular management style that will work—but only some of the time. The safety experts said that as soon as the employees are consistently getting what is offered, they either don't want it anymore or want something different.

Be a Leader, Not a Manager

Think of yourself as a coach of a team, not the boss of a department. Darius and Baldwin said that motivation through leadership is the key to success. One way to do this is to lead by example. If you make safety important to you—the team leader—they will make safety important to them.

Still, no matter how good a leader you are, no matter what carrots you dangle or sticks you wield, you inevitably will come across employees who require discipline. Tomorrow we'll look at legal considerations and points to cover in your company's disciplinary procedures policy.


Thanks to BLR


Amazon Watches         -

Amazon Computers     -

Amazon Computer       -
& Video Games

HR Recruitment - Recruiting Techie Talent (The Rules Work for 'Other' Talent, Too)

Recruiting techie talent is all about understanding what they are looking for—and that's true for recruiting any type of talent.

First, let's look at a survey that recruiting firm Dice, which specializes in technology and engineering employees, recently conducted among more than 650 passive and active information technology (IT) candidates.

What's Missing from Job Postings?

Dice asked respondents what kinds of facts or descriptions are most often missing from IT job postings. More than one-third of respondents said that what they missed most was information about the actual work they would do.

Dice offers the following sample language as a good example of relatively meaningless job description babble:

"You will be responsible for improving our foundational software to enable our company to scale to hundreds of thousands of concurrent users. You will collaborate with operations to steadily improve the scalability of the current service without suffering downtime."

Other information that job seekers said they like to see are:

-- Particular skills they will need
-- Salary range
-- Benefits and perks, including any that are unique
-- What they will have the chance to learn on the job
-- How their work would serve the company's overall mission

Don't Forget the Culture


Ask yourself, suggests Dice, whether your organization is an aggressive Web 2.0 company with a start-up feel and an open-cube environment where flexible IT folks who can wear many hats thrive? Or is it more "big company," with private offices, well-defined jobs, and a culture that offers great work-life balance and excellent formal career paths?

Find the advantages in your culture. For example, if many employees have long tenure, highlight the presence of potential mentors.

If employees seldom come into personal contact with customers, highlight the casual, relaxed atmosphere. By contrast, if customer contact is routine, stress employees' roles in creating a friendly and professional atmosphere.

What about Blogs and Podcasts?

Blogs and podcasts may seem the ideal way to reach and attract technical types, but Dice cautions not to make them too slick; candidates are suspicious of hype.

Pay Up

Meanwhile, Christopher Knight of ISP-Planet recommends top pay for companies that want to be employers of choice for tech types.

With top talent, it's pay now or pay later, Knight says. If you under-pay, you often end up paying twice, once for the problems your technical staff is incompetent to solve and once more for the expensive outside talent you bring in to actually solve those problems.

What Technical Types Look For

Here's Knight's list of needs that techies share:

-- Increased knowledge and skill proficiency
-- Pay appreciation and skill appreciation
-- Paid skill training
-- Uniqueness, a tech area to own and be individually responsible for
-- Strong benefits package with fast advancement potential
-- Constant praise and appreciation even though they won't ask for it
-- Challenge, the ability to solve a really messed up network and convert it into a smooth running scalable machine that can handle anything
-- Employer who believes in investing in techies and their network
-- Relaxed dress code
-- Part of the company growth process, and not just left to clean up after what the sales team dumps on them

Gorilla Principle # 1

Knight's "gorilla top talent attraction principle #1" is get to know your competitors' top tech talent. Participate in local user groups. Convince them that the grass is greener at your company. Your competitors are already doing this to you, Knight says.

Gorilla Principle # 2

Offer a bonus to employees who recommend their friends. Pay out $100 on the referral and another $100 on the start date, Knight suggests.

Retaining Is an Important Part of Attracting

Retaining your current top talent immediately increases your ability to attract top talent. That's because good techs like to work in shops with talented colleagues, says Knight. Having a group of well-regarded technicians on staff sends a message to potential employees that you've created a tech-friendly environment.

Thanks to BLR


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Amazon Computers     -

Amazon Computer       -
& Video Games

HR Amazon Store - Computer & Video Games

Video Games, PlayStation 3, Xbox 360, Wii, PlayStation 2, Nintendo DS, PlayStation Portable, Sony PSP, PC, PC Games, Mac, Mac Games, Console, Platforms, Computer, PC Games, Handheld, Kids & Family Games, Commodore 64, Commodore Amiga, Game Boy Advance, Game Boy Color, GameCube, Linux, NEOGEO Pocket, NES, Nintendo 64, Nokia N-Gage, PDAs, PlayStation, Sega CD, Sega Dreamcast, Sega Game Gear, Sega Genesis, Sega Master System, Sega Saturn, Super Nintendo, Xbox, Ben 10, Disney Interactive Studios, Harvest Moon, Imagine Games, Naruto, The Sims, Ubisoft, Petz, 2K Games, 2K Play, 2K Sports, ACTIVISION, ACTIVISION, American Game Factory, Aspyr, Aspyr, Atari, Atlus, Bethesda, Blizzard,  Entertainment, Blizzard Entertainment, BRIGHTER MINDS, Capcom, Capcom, Conspiracy, Crave Entertainment, CTA, Cyberflix, D3 Publisher, Destineer, Destineer, Disney, Dreamcatcher, DreamGear, EA, Edmark, Electronic Arts, eMedia, Encore, Feral Interactive, FREEVERSE, GIT Corp, Got Game, Gotee Records, Graphic Simulations, Greenwave, Havas, Her Interactive, Humongous, Humongous Entertainment, Insten, Intec, Knowledge Adventure, Konami/ Kojima Productions, Kutoka Interactive, Inc., Learning Company, Legacy Interactive, Lego Media, Leveractive, Logitech, Lucas Arts, MacPlay, Macsoft, Mad Catz, Majesco, MakeMusic, Masque Publishing, Microsoft, Midway, Mindscape, MTV Games, Mumbo Jumbo, Naki, Namco, Natsume, Inc., Navarre, Nintendo, Nyko, Riverdeep, RiverhillSoft, Inc., Rockstar Games, Scholastic, Sega Of America, Inc., Shrapnel Games, Sony, Southpeak, Square Enix, SSI, Take 2, Tecmo/Team Ninja, THQ, Touchstone, UBI Soft, Ubisoft, ValuSoft, Valve, Viva Media, Vivendi Universal.

HR Organized - Organizing Roadblocks and How You Can Easily Surpass Them

Always feeling like you're hitting a bump in the road when it comes to getting organized? Here are the 11 common roadblocks to organizing success and how you can easily surpass them.

1. I'm Overwhelmed and Frustrated! Or I Don't Know Where to Begin.

Organizing several rooms is a big project and it can be intimidating. Sometimes the size of a project will stop you before you even begin. Where do you start and how much will it cost? Getting organized can take time, but it also requires planning and goal setting. Take a walk around and make a note of the things that need to be done. Then decide which of the tasks are priorities and will be done first. Begin by doing one task at a time, a baby step, for a short period of time each day. You will be amazed at what you can get done. Use this as motivation to continue working towards your organizing goals. And keep in mind that you do not need to get everything done at once. One baby step at a time is all you need.

2. My Whole Family Is Sloppy.

Get your family onboard by developing habits that say goodbye to clutter. Establish a set time in your home where everyone spends time getting organized. For example, at
6:00 p.m. every night have everyone spend 15 minutes putting things where they belong. Don't forget to set up a reward if everyone plays their part.

3. I Don't Have the Time.

If you don't make the time, you won't have the time. Start with a project that only takes a small portion of your day. Even 10-minute projects are better than no projects at all. Accomplishing just one tiny goal can give you the motivation to keep going to organize more.

4. I Will Never Be Able to Get this All Done.

Don't think that you have to do it all alone. Get help. Make it a group effort. Get together with your family or friends to organize your home.

5. I'm Very Sentimental. I Cannot Get Rid Of Anything.

Perhaps you are finding that you are having a hard time parting with belongings. Going through belongings and trying to get rid of some of them can be difficult for some people. However, being too attached to belongings can often lead to piles and piles of clutter. This can cause added stress, so it is important to let go of some items. Determine what is most important to you and only keep those items. Consider donating the remaining items to charity where someone else can enjoy them.

6. Someday I Will Get to It.

If you are having trouble getting started with becoming organized, perhaps you should consider calling a professional organizer. A good organizer will help you identify the reason you collect and hang on to stuff and can customize a program to start you on the right path.

7. I Can't Deal With All Of this Paper.

Your computer is the biggest clutter-eliminating device in your home. Instead of a paper filing system, use a visual filing system. Scanning documents into your computer will eliminate a lot of paper clutter. Also, a good method of keeping paper under control is to limit the amount of room you allow for certain items. For example, memorabilia for your children can be kept in a plastic container. However, once the container gets full, you cannot add anything more until you remove something. Finally, keep in mind that paper is something that is constantly coming through a home. Once you have paper organized, you need to maintain it. This means going through mail and other papers on a regular basis.

8. I'm Going to Fail.

If you think you can do it, you can. If you think you can't, you won't. It's true. You can organize your home if your attitude is positive. Remember that any task you complete, no matter how small, is a success. Reward yourself.

9. Its Too Much Work.

Do you find getting organized as being too big of a chore so you do not even want to start it? You can make organizing fun. Set a timer and organize for 5 minutes to see if you can 'beat the clock.' Organize to your favorite samba music. Organize while you're chatting with your best friend on the phone.

10. I Can't Afford to Get Organized.

It doesn't take a lot of money to clear out clutter. You do not have to go to the store and buy a ton of the latest containers and other organizing tools. Check out garage sales as well as thrift stores for organizational items. You will find a lot of options without busting your budget. You may even discover storage items you can use for organizing by looking through your own home!

11. I Keep Getting Interrupted.

Designate set blocks of time to get tasks done. If this means early morning, schedule it. If it means closing the door, shutting off your cell phone and shutting off your computer, do it. Also, let people around you know when you do not want to be interrupted. Discover the obstacles that get in your way and determine how to remove them.


Thanks to "Get Organized Now"



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HR Quotes - Parenting / Family

"Listen to the desires of your children. Encourage them and then give them the autonomy to make their own decisions."
Denis Waitley

"Foster independence among your children. Encourage them to cook, clean, and contribute." 
Brian Tracy

"If you talk to your children, you can help them to keep their lives together. If you talk to them skillfully, you can help them to build future dreams."
Jim Rohn

"Parents can tell but never teach, unless they practice what they preach." 
~~~ Arnold Glasow


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HR Job Offer - Five Questions to Ask After the Offer

All job hunters are waiting for that call -- the one that says they've landed the job. But as eager as you may be to escape either your current job or the unemployment ranks, don't abdicate your power position once the offer comes in. Now it's your turn to sit in the interviewer's seat and ask the company and yourself some tough questions -- the answers to which could mean the difference between career bliss and disaster.

Julie Jansen, author of I Don't Know What I Want, But I Know It's Not This, says every job seeker should get the answers to these five questions to make sure the job is a good fit all around:

1. Will The Actual Work & Job Responsibilities Provide Gratification, Fulfillment & Challenge?

This question is often overlooked, because applicants get hung up on job titles, salary and benefits. Try to get a clear sense of what an actual day would be like. What will you spend the majority of your time doing? Is the work in line with your values? Will you likely learn this job quickly and become bored and unchallenged?

Diane Speros, who works in publishing, wishes she'd known how she'd spend her days before she took one early-career job. "All of my time was spent on my boss's personal errands," she says. "This was the 'administrative work.' I never asked how my time would really be split."

2. What are the Boss's Strengths & Weaknesses?

This question can be tough to answer, and it's best saved for after the job offer has been extended. You'll want to get a good idea for your potential boss's management style. Speak to your potential boss as much as possible to get a feel for his personality and what you can live with. Does he micromanage? Will you get consistent feedback and reviews? Does he make small talk, or is every conversation strictly business?

3. How Much Change Is In the Works at Your Prospective Company, & What Kind?

Constant change at work can mean constant stress. Find out if there are any big changes coming, such as new processing systems or management, impending retirements or adoption of new procedures that still need to be ironed out. At the same time, remember that some of these transitions will have less effect on your position than others.

4. Which Of My Skills And Experiences Will I Be Able To Use, And What Will I Learn?

Make sure your unique skills and talents will be used and that training and promotion are open in the future. When you decide to move on, you'll want to have a new crop of experiences to sell to your next employer. Your goal is to perform well at work while constantly growing and learning

5. How Many People Have Held the Position In the Past Several Years?

Knowing how many people have been in your job and why they left can offer you great insights. You'll want to know if they were promoted or quit altogether. A steady stream of resignations may be a sign you could be reentering the job market soon.

"Five people held that job in one year before I came along," Speros says of her early-career job. "All the others quit within two weeks, as did my successor, whom I trained. I quit after two months and nearly had a nervous breakdown before I left."

While many of the reasons positions eventually become unfulfilling are unavoidable, such as hitting a plateau after repeatedly performing the same duties, job seekers should consider the ways a new position will advance them.

"It's normal to eventually become dissatisfied in any job for a variety of reasons," Jansen says. "What's important is to face it, dissatisfaction and do something about it."

By Denene Brox


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HR Lesson - Be Careful Who You Listen to, and Then Listen Well

If you remember the essence of the story,

One day Henny-Penny was in the corn yard when--whack!--something hit her upon the head. "The sky's falling, the sky's falling!" cried Henny-penny; "I must go and tell the King."

As she went along she met Cocky-locky, who asked, "Where are you going, Henny-penny?" "Oh! I'm going to tell the King the sky's falling," said Henny-penny. So Henny-penny and Cocky-locky went to tell the King the sky was falling.

Soon they met Ducky-daddles. "Where are you going to, Henny-penny and Cocky-locky?" asked Ducky-daddles. "We're going to tell the King the sky's falling," said Henny-penny and Cocky-locky. So Henny-penny, Cocky-locky, and Ducky-daddles went to tell the King the sky was a-falling.

Soon they met Goosey-poosey who asked, "Where are you going, Henny-penny, Cocky-locky, and Ducky-daddles?" "We're going to tell the King the sky's falling," said Henny-penny, and so, Henny-penny, Cocky-locky, Ducky-daddles and Goosey-poosey went to tell the King the sky was falling.

Soon they met Turkey-lurkey, and then Foxy-woxy, on their quest to tell the King the sky's falling. But Foxy-woxy said, "But this is not the way to the King. I know the proper way; shall I show it you?" "Certainly, Foxy-woxy,' said Henny-penny, and they all went to tell the King the sky was falling.

But soon they came to a narrow and dark hole, the door of Foxy-woxy's cave, and Foxy-woxy said "This is the short way to the King's palace, so just follow me."

As Foxy-woxy went into his cave, Turkey-lurkey followed until, "Hrumph", Foxy-woxy snapped off Turkey-lurkey's head and threw his body over his left shoulder. Then Goosey-poosey followed, and lost her head and was thrown beside Turkey-lurkey. Then Ducky-daddles waddled down, and Foxy-woxy, snapped off her head and she was thrown alongside Turkey-lurkey and Goosey-poosey. Then Cocky-locky strutted down into the cave, and met the same fate.

But Foxy-woxy had made two bites at Cocky-locky, and when the first snap only hurt Cocky-locky, but didn't kill him, he called out to Henny-penny who turned tail, ran for home, and never did tell the King the sky was falling.

Tip:- Be Careful Who You Listen to, and Then Listen Well

Thanks to Listening Leaders


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