Knowledge-process cannot be managed following the standard business process management paradigm. In the following article some guidelines are given for organizations willing to better manage their knowledge processes.
In the last few years a lot has been written about Business Process Management, and about technologies supporting it such as BPMS, SOAP and Web Services. Most of these theories, tools and techniques refer to processes of a highly structured nature.
Typically, BPM theorists and practitioners have focused on highly structured processes, like back-office processes of industrial or administrative nature. These processes are highly standardized and repeatable, produce a consistent output and are likely to be automated in part or end-to-end (STP). All process instances are executed in a very similar way and it is easy to draw a flowchart detailing the sequence in which tasks are executed. It is also possible to formalize the business rules that guide decisions, normally based on the evaluation of some process variables.
But recently other kinds of processes have caught the attention of process management specialists. They are known as knowledge processes, or knowledge-based-processes. Knowledge processes can be defined as "high added value processes in which the achievement of goals is highly dependent on the skills, knowledge and experience of the people carrying them out". Some examples could be management, R&D, or new product development processes.
Knowledge workers carry out these processes by taking into account multiple inputs (generally a wide set of unstructured data and information) to perform difficult tasks and make complex decisions among multiple possible ways of doing the work, each one implying different levels of risk and possible benefits. They are dependent on individuals and it is not possible to automate them.
One example of a knowledge process is "Marketing a new product". The same steps are followed each time a new product is launched (benchmarking competitors, deciding pricing strategy, planning promotion, etc...), but it is the experience, knowledge and intuition of the people that drive the process to success.
Multiple inputs to the process exist
Some of them would be competition, lifecycle stage of the market, brand image, budget, etc...
Complex decisions are made
There are many possible ways to achieve the process objectives (reach planned sales, leverage brand image, etc...)
Each decision implies different levels of risk and potential benefits
It is the responsibility of the worker to choose the best one (low price strategy, aggressive advertising campaign, etc...) There are three main characteristics that make knowledge processes different from highly structured processes:
Focus is on communication instead of automation
The key to process improvement is to clearly communicate process definitions (the way in which the company wants the processes to be carried out) to the people in charge of their execution (through training, process descriptions publication, etc...). The better process participants understand the process definition, the higher the probability that the process is carried out according to it.
They are better implemented through obtaining buy-in than through imposing directives
They are more difficult to implement through discipline than administrative human-centric processes (although some discipline is needed). It is better to focus on obtaining buy-in from the people affected by the processes through early involvement, communication and expectations management. It is a known fact that knowledge workers are reluctant to change their habits. Some say knowledge workers don't like following procedures because they feel it limits their creativity; but most of the time they will be happy to follow a procedure as long as they see value in it, perceiving that it helps them work better and produce a better process output.
Process definitions are high level descriptions instead of rigid workflows
Processes can only be defined up to a certain level of detail, and it is difficult to provide low level work instructions or to automate decisions. Because they cannot be formalised in detail, process simulation is rarely possible. Decisions are highly subjective and too complex to be expressed in a formal language, as they are taken based on intuition and not on rigid business rules.
It is extremely important to continuously improve knowledge processes, by creating an environment through which they can evolve. This can only be achieved through coordination of diverse disciplines such as knowledge management, change management, expectations management, etc... It is crucial to establish an adequate process context (the combination of technologies, procedures, people, etc... that support the processes). The process context must incorporate feedback mechanisms, change evaluation procedures, process improvement methods and techniques and must be flexible, in order to be able to incorporate enhancements in an agile but controlled way.
If the process is instantiated frequently and the instances are homegeneous, it is possible to create great process models that dramatically increase the efficiency of the process. The best way to ensure process improvement is to generate an environment in which people are motivated, enthusiastic and passionate about process management.
Most of the time, knowledge processes are collaborative. By performing a process collaboratively it is possible that each task is carried out by the most specialised, experienced and knowledgeable worker in that specific area. Having a net of relations within the organization is a very important asset for people executing knowledge processes.
In the last years some organizations have emerged with the aim of creating professional communities around specific disciplines such as Software Development (SEI, ESI, etc...), Project Management (PMI), Business Process Management (BPMI), IT Service Management (ITSMF), etc... One of the objectives of these groups is to develop a body of knowledge that compiles the discipline's best practices in the form of reference frameworks, methodologies and maturity models. These assets should be considered by any organization interested in knowledge process management.
It is usual that knowledge processes take the form of projects to manage their execution. If the output of the process is a unique product, managing work as a project will result in obvious advantages.
There are certain guidelines that can help an organization improve their knowledge processes:
Provide process description on how to approach work
Try to figure out the best way to carry out a knowledge process, by making the best practices existing in your organization (or in your industry) explicit. Publish process definitions in a format that is easy to consult and understand.
Provide tools that facilitate and standardize work
Decide which tools are best to help knowledge workers carry out their work. Involving all affected knowledge workers in the process of deciding which tools will be used is very convenient, in order to obtain user buy in. It is a good idea to choose a champion for each tool who will master its use.
Assign owners to processes
Choose a person with leadership skills and the appropriate level of responsibility and influence and make him/her accountable for continuous improvement of the process. Give him/her a clear objective to achieve and an incentive to reach the goal.
Encourage feedback for process improvement
To ensure that the flow of information between executors and the process owner is fluid, encourage people to contribute to process enhancement through incentives. Use your imagination to reward contributors (consider not only monetary incentives).
Tuesday, July 29, 2008
Tuesday, July 08, 2008
Personalize Your Proofreading - Part 1
Once a rough draft is finished, you should try to set it aside for at least a day and come back to the paper with a fresh mind and thus more easily catch the errors in it. You’ll bring a fresh mind to the process of polishing a paper and be ready to try some of the following strategies.
Read the Paper Aloud
If we read the paper aloud slowly, we have two senses--seeing AND hearing--working for us. Thus, what one sense misses, the other may pick up. Reading a paper aloud encourages you to read every little word.
Check the Thesis Statement and Organization
Write down your thesis on a piece of paper if it is not directly stated in your essay. Does it accurately state your main idea?
Is it in fact supported by the paper?
Does it need to be changed in any way?
On that piece of paper, list the main idea of each paragraph under the thesis statement.
Is each paragraph relevant to the thesis?
Are the paragraphs in a logical sequence or order?
Remember that You are Writing for Others
No matter how familiar others may be with the material, they cannot "get inside" your head and understand your approach to it unless you express yourself clearly. Therefore, it is useful to read the paper through once as you keep in mind whether or not the student or teacher or friend who will be reading it will understand what you are saying.
That is, have you said exactly what you wanted to say?
Check the Paper's Development
Are there sufficient details?
Is the logic valid?
Check the Paper's Coherence and Unity
Are the major points connected?
Are the relationships between them expressed clearly?
Do they all relate to the thesis?
Review your Diction
Remember that others are reading your paper and that even the choice of one word can affect their response to it. Try to anticipate their response, and choose your words accordingly.
Original: The media's exploitation of the Watergate scandal showed how biased it was already.
Revision: The media's coverage of the Watergate scandal suggests that perhaps those in the media had already determined Nixon’s guilt.
In addition to being more specific, the revision does not force the reader to defend the media.
In the first example, though, the statement is so exaggerated that even the reader who is neutral on the issue may feel it necessary to defend the media. Thus, the writer of the original has made his job of persuading the reader that much harder.
For working on sentence and word-level issues
No matter how many times you read through a "finished" paper, you're likely to miss many of your most frequent errors.
General Strategies
Begin by taking a break. Allow yourself some time between writing and proofing. Even a five-minute break is productive because it will help get some distance from what you have written. The goal is to return with a fresh eye and mind.
Try to s-l-o-w d-o-w-n as you read through a paper. That will help you catch mistakes that you might otherwise overlook. As you use these strategies, remember to work slowly. If you read at a normal speed, you won't give your eyes sufficient time to spot errors.
Reading with a "cover." Sliding a blank sheet of paper down the page as you read encourages you to make a detailed, line-by-line review of the paper.
Read the Paper Aloud
If we read the paper aloud slowly, we have two senses--seeing AND hearing--working for us. Thus, what one sense misses, the other may pick up. Reading a paper aloud encourages you to read every little word.
Check the Thesis Statement and Organization
Write down your thesis on a piece of paper if it is not directly stated in your essay. Does it accurately state your main idea?
Is it in fact supported by the paper?
Does it need to be changed in any way?
On that piece of paper, list the main idea of each paragraph under the thesis statement.
Is each paragraph relevant to the thesis?
Are the paragraphs in a logical sequence or order?
Remember that You are Writing for Others
No matter how familiar others may be with the material, they cannot "get inside" your head and understand your approach to it unless you express yourself clearly. Therefore, it is useful to read the paper through once as you keep in mind whether or not the student or teacher or friend who will be reading it will understand what you are saying.
That is, have you said exactly what you wanted to say?
Check the Paper's Development
Are there sufficient details?
Is the logic valid?
Check the Paper's Coherence and Unity
Are the major points connected?
Are the relationships between them expressed clearly?
Do they all relate to the thesis?
Review your Diction
Remember that others are reading your paper and that even the choice of one word can affect their response to it. Try to anticipate their response, and choose your words accordingly.
Original: The media's exploitation of the Watergate scandal showed how biased it was already.
Revision: The media's coverage of the Watergate scandal suggests that perhaps those in the media had already determined Nixon’s guilt.
In addition to being more specific, the revision does not force the reader to defend the media.
In the first example, though, the statement is so exaggerated that even the reader who is neutral on the issue may feel it necessary to defend the media. Thus, the writer of the original has made his job of persuading the reader that much harder.
For working on sentence and word-level issues
No matter how many times you read through a "finished" paper, you're likely to miss many of your most frequent errors.
General Strategies
Begin by taking a break. Allow yourself some time between writing and proofing. Even a five-minute break is productive because it will help get some distance from what you have written. The goal is to return with a fresh eye and mind.
Try to s-l-o-w d-o-w-n as you read through a paper. That will help you catch mistakes that you might otherwise overlook. As you use these strategies, remember to work slowly. If you read at a normal speed, you won't give your eyes sufficient time to spot errors.
Reading with a "cover." Sliding a blank sheet of paper down the page as you read encourages you to make a detailed, line-by-line review of the paper.
Friday, May 23, 2008
Corporate Governance
A crow was sitting on a tree, doing nothing all day.
A small rabbit saw the crow and asked him: "Can I also sit like you and do nothing all day long?" The crow answered: "Sure, why not." So, the rabbit sat on the ground below the crow, and rested. All of a sudden, a fox appeared, jumped on the rabbit and ate it.
Q: What can we learn from this?
A: To be sitting and doing nothing, you must be sitting very high up.
A small rabbit saw the crow and asked him: "Can I also sit like you and do nothing all day long?" The crow answered: "Sure, why not." So, the rabbit sat on the ground below the crow, and rested. All of a sudden, a fox appeared, jumped on the rabbit and ate it.
Q: What can we learn from this?
A: To be sitting and doing nothing, you must be sitting very high up.
Friday, May 16, 2008
Bullshit and ambition
A turkey was chatting with a bull.
"I would love to be able to get to the top of that tree," sighed the turkey, "but I haven't got the energy. "Well, why don't you nibble on some of my droppings?" replied the bull. "They're packed with nutrients."
The turkey pecked at a lump of dung and found that it actually gave him enough strength to reach the first branch of the tree. The next day, after eating some more dung, he reached the second branch. Finally after a fortnight, there he was proudly perched at the top of the tree. Soon he was promptly spotted by a farmer, who shot the turkey out of the tree.
Q: What can we learn from this?
A: Bullshit might get you to the top, but it won't keep you there.
"I would love to be able to get to the top of that tree," sighed the turkey, "but I haven't got the energy. "Well, why don't you nibble on some of my droppings?" replied the bull. "They're packed with nutrients."
The turkey pecked at a lump of dung and found that it actually gave him enough strength to reach the first branch of the tree. The next day, after eating some more dung, he reached the second branch. Finally after a fortnight, there he was proudly perched at the top of the tree. Soon he was promptly spotted by a farmer, who shot the turkey out of the tree.
Q: What can we learn from this?
A: Bullshit might get you to the top, but it won't keep you there.
Saturday, May 10, 2008
Employee Motivation At Work
The word "motivation", in psychology is the intention of achieving a goal, leading to goal-directed behavior.
In this view the general conclusion is that leadership is motivation and motivation is leadership, and that the two elements are inseparable. However, interestingly, no one has actually conceptualized motivation in a useful way to demonstrate and analyze the connection between it and leadership.
While Motivation clearly comes under personality and emotion, Leadership comes under cognitive psychology
But basically, belief is the solution to the problem.
Optimism is that which leads to achievement.
Nothing can be done without hope and confidence and this is where emotional aspect comes in.
Now by finding something positive in every situation, ninety-five percent of the emotions are determined by how one interpret events to oneself.
No one else 'makes us angry.' We make ourselves angry when we surrender control of our emotions and attitude. What someone else may have done is irrelevant as we are the one to choose and not them. What they do is merely put our attitude to a test
This is where the cognitive psychology comes in
The mind, if properly controlled, can do just about anything. You can think your way through adversity, you can think your way through problems. It is a powerful instrument which very few use to a maximum. And if the mind thinks with a believing attitude it can do amazing things. As a result of this the confidence improves and it is widely believed that confidence is contagious.
Now on the other hand, it is not so easy to acquire and then maintain this productive attitude.
It takes considerable experience, work, and time to find where your head needs to be in order to control such a situation, and to bring them into the lives of those you affect around you and this is what Leadership is all about.
When you continuously communicate and act upon the organization's mission, values, and goals, naturally your employees will be motivated to live the mission and maintain a high standard of behavior and productivity. This communication must start at the top and be communicated and acted upon at every level at every opportunity.
One of your organization's top values should be - Respect.
When you allow an employee to disrespect other team members through words or actions, you are not only destroying your organizations values but it could also lead to organizational and team turmoil, not to mention productivity issues.
For instance, extending common courtesies such as a "Good morning" or a nod as you pass workers in the hallway says to them that they are not invisible to you and has an immense effect in reward terms.
The second value should be - Recognition.
One of the two powerful words important in employee motivation are the words - Great Job.
By recognizing the work of others, you motivate them to keep working. You'll find that regularly giving verbal or written praise for a job well done goes a long way in making employees feel appreciated. If workers feel that they play an important part in the company by the work they provide, they are much more likely to seek ways to improve their performance.
The third value should be - Reward.
While cash incentives are a sure way to put a smile on an employee's face, there are other creative ways to motivate employees through such similar thoughtful gestures. For example, a Dinner at a local restaurant once-a-month or a birthday party would have great impact on their mode of functioning.
When working with top organizations, the more the organizational values are communicated and reinforced, more success the organization will achieve. This creates a motivated work environment and rewards employees based on the mission.
Another factor to remember is to be careful how you use your words. Well, words do hurt. The best advertising copywriters, political experts, speech writers, and screen writers are paid hundreds of thousands to create emotions with words, so that the end user is persuaded to act in a certain way. It is important to realize that once we say something that is hurtful can alienate our fellow employees and we may never be able to take it back.
We should all be careful with the words we use. It should be positive or motivating towards your fellow employees and thereby showing respect toward my team members with the words you use.
Also always encourage positive, motivating behavior and recognize good behavior whenever you can. Recognize the person(s) exhibiting positive behavior in team meetings and send him/ her personal memo/ letter from the CEO, etc. As a result of which, most of the employees will start emulating such a behavior. So always set an example by displaying your best motivating, respectful, and positive behavior.
On the other hand, also be prepared to take corrective action when you have employees who display inappropriate behavior. Make sure that you, as a Manager, document all discussions relating to such unacceptable behavior. Confer with HRD to receive expert advice on the next steps in the corrective action procedure. Then start implementing the corrective action and follow-up to ensure there is a positive change in their behavior.
Be timely in your follow-ups so that there is no lapse in time between the next situation of unacceptable behavior and the next level of corrective action. Try to immediately motivate and reinforce positive behavior changes.
Remember, if you show you are quick to take action for unacceptable behavior, this sends a message to your team members that you respect them as individuals and more so as team players. This would make them far more motivated because of your actions.
Apply these basic fundamentals and you will create a motivated workplace that achieves team and organizational goals.
As a closing line.....It is of great importance for you to realize that all your repetitive thoughts create ideas, which in turn create actions and which over time creates character. And if you allow too many negative, improper, incorrect thoughts to dominate you, the chances are you will never succeed...
In this view the general conclusion is that leadership is motivation and motivation is leadership, and that the two elements are inseparable. However, interestingly, no one has actually conceptualized motivation in a useful way to demonstrate and analyze the connection between it and leadership.
While Motivation clearly comes under personality and emotion, Leadership comes under cognitive psychology
But basically, belief is the solution to the problem.
Optimism is that which leads to achievement.
Nothing can be done without hope and confidence and this is where emotional aspect comes in.
Now by finding something positive in every situation, ninety-five percent of the emotions are determined by how one interpret events to oneself.
No one else 'makes us angry.' We make ourselves angry when we surrender control of our emotions and attitude. What someone else may have done is irrelevant as we are the one to choose and not them. What they do is merely put our attitude to a test
This is where the cognitive psychology comes in
The mind, if properly controlled, can do just about anything. You can think your way through adversity, you can think your way through problems. It is a powerful instrument which very few use to a maximum. And if the mind thinks with a believing attitude it can do amazing things. As a result of this the confidence improves and it is widely believed that confidence is contagious.
Now on the other hand, it is not so easy to acquire and then maintain this productive attitude.
It takes considerable experience, work, and time to find where your head needs to be in order to control such a situation, and to bring them into the lives of those you affect around you and this is what Leadership is all about.
When you continuously communicate and act upon the organization's mission, values, and goals, naturally your employees will be motivated to live the mission and maintain a high standard of behavior and productivity. This communication must start at the top and be communicated and acted upon at every level at every opportunity.
One of your organization's top values should be - Respect.
When you allow an employee to disrespect other team members through words or actions, you are not only destroying your organizations values but it could also lead to organizational and team turmoil, not to mention productivity issues.
For instance, extending common courtesies such as a "Good morning" or a nod as you pass workers in the hallway says to them that they are not invisible to you and has an immense effect in reward terms.
The second value should be - Recognition.
One of the two powerful words important in employee motivation are the words - Great Job.
By recognizing the work of others, you motivate them to keep working. You'll find that regularly giving verbal or written praise for a job well done goes a long way in making employees feel appreciated. If workers feel that they play an important part in the company by the work they provide, they are much more likely to seek ways to improve their performance.
The third value should be - Reward.
While cash incentives are a sure way to put a smile on an employee's face, there are other creative ways to motivate employees through such similar thoughtful gestures. For example, a Dinner at a local restaurant once-a-month or a birthday party would have great impact on their mode of functioning.
When working with top organizations, the more the organizational values are communicated and reinforced, more success the organization will achieve. This creates a motivated work environment and rewards employees based on the mission.
Another factor to remember is to be careful how you use your words. Well, words do hurt. The best advertising copywriters, political experts, speech writers, and screen writers are paid hundreds of thousands to create emotions with words, so that the end user is persuaded to act in a certain way. It is important to realize that once we say something that is hurtful can alienate our fellow employees and we may never be able to take it back.
We should all be careful with the words we use. It should be positive or motivating towards your fellow employees and thereby showing respect toward my team members with the words you use.
Also always encourage positive, motivating behavior and recognize good behavior whenever you can. Recognize the person(s) exhibiting positive behavior in team meetings and send him/ her personal memo/ letter from the CEO, etc. As a result of which, most of the employees will start emulating such a behavior. So always set an example by displaying your best motivating, respectful, and positive behavior.
On the other hand, also be prepared to take corrective action when you have employees who display inappropriate behavior. Make sure that you, as a Manager, document all discussions relating to such unacceptable behavior. Confer with HRD to receive expert advice on the next steps in the corrective action procedure. Then start implementing the corrective action and follow-up to ensure there is a positive change in their behavior.
Be timely in your follow-ups so that there is no lapse in time between the next situation of unacceptable behavior and the next level of corrective action. Try to immediately motivate and reinforce positive behavior changes.
Remember, if you show you are quick to take action for unacceptable behavior, this sends a message to your team members that you respect them as individuals and more so as team players. This would make them far more motivated because of your actions.
Apply these basic fundamentals and you will create a motivated workplace that achieves team and organizational goals.
As a closing line.....It is of great importance for you to realize that all your repetitive thoughts create ideas, which in turn create actions and which over time creates character. And if you allow too many negative, improper, incorrect thoughts to dominate you, the chances are you will never succeed...
Thursday, April 24, 2008
Are you kidding?
Reaching the end of a job interview, the Human Resources Manager asked a young engineer who was fresh out of engineering, "What starting salary were you thinking about?"
The Engineer said, "In the neighborhood of $125,000 a year, depending on the benefits package."
The interviewer said, "Well, what would you say to a package of 5 weeks vacation, 14 paid holidays, full medical and dental, company matching retirement fund to 50% of salary, and a company car leased every 2 years - say, a red Corvette?"
The Engineer sat up straight and said, "Wow! Are you kidding?"
The interviewer replied, "Yeah, but you started it."
The Engineer said, "In the neighborhood of $125,000 a year, depending on the benefits package."
The interviewer said, "Well, what would you say to a package of 5 weeks vacation, 14 paid holidays, full medical and dental, company matching retirement fund to 50% of salary, and a company car leased every 2 years - say, a red Corvette?"
The Engineer sat up straight and said, "Wow! Are you kidding?"
The interviewer replied, "Yeah, but you started it."
Sunday, April 06, 2008
About.com Seeks Health Writers
About.com, a subsidiary of the New York Times Company, are seeking part-time writer-experts to serve as Guides for them.
As a Guide, you'll build and maintain a GuideSite, a topical section of About.com that contains:
Original content (articles, reviews, FAQs, tutorials) written by you
A blog featuring your unique voice and personality
A directory of the best content in your topic, whether it be your own work or links to other sites
A discussion forum where you serve as community leader
A bio page with your contact info
All About.com Guides are considered freelancers who work online and set their own schedules, giving them the flexibility to log on from anywhere in the world whenever they have the time. With no timesheets to fill out and no timecards to punch, working for About.com gives you the flexibility to write when you want, even if you have a full-time day job.
The compensation is based on page views - the more traffic you get, the more money you get. But all Guides, no matter what, make a minimum of $725 a month. Want to know more? Visit http://beaguide.about.com
Guide Openings on the Health Channel
About.com Health, which consistently ranks as a top health site according to Nielsen/NetRatings, has more than 70 health Guides who cover a range of topics from asthma to pediatrics and stroke. All new Health Guides have their work reviewed by a Medical Review Board physician and a health editor.
They are currently expanding our health channel and are seeking writers for a large number of topics.
Many of rheir Guides are doctors or nurses with direct clinical experience in their topic, and they are now encouraging people with direct clinical or research experience to apply.
To submit an application, learn more about About.com or see our full list of available topics, please visit http://beaguide.about.com.
As a Guide, you'll build and maintain a GuideSite, a topical section of About.com that contains:
Original content (articles, reviews, FAQs, tutorials) written by you
A blog featuring your unique voice and personality
A directory of the best content in your topic, whether it be your own work or links to other sites
A discussion forum where you serve as community leader
A bio page with your contact info
All About.com Guides are considered freelancers who work online and set their own schedules, giving them the flexibility to log on from anywhere in the world whenever they have the time. With no timesheets to fill out and no timecards to punch, working for About.com gives you the flexibility to write when you want, even if you have a full-time day job.
The compensation is based on page views - the more traffic you get, the more money you get. But all Guides, no matter what, make a minimum of $725 a month. Want to know more? Visit http://beaguide.about.com
Guide Openings on the Health Channel
About.com Health, which consistently ranks as a top health site according to Nielsen/NetRatings, has more than 70 health Guides who cover a range of topics from asthma to pediatrics and stroke. All new Health Guides have their work reviewed by a Medical Review Board physician and a health editor.
They are currently expanding our health channel and are seeking writers for a large number of topics.
Many of rheir Guides are doctors or nurses with direct clinical experience in their topic, and they are now encouraging people with direct clinical or research experience to apply.
To submit an application, learn more about About.com or see our full list of available topics, please visit http://beaguide.about.com.
Online CV Builder For A Perfect CV In Minutes
If you have been sending out your CV and not getting interviews, you can certainly blame your CV.
Without a good CV, companies have no idea that you even exist - unless you are invited to an interview by the hiring authority, you may as well be invisible. We live in a market economy and you must learn to market yourself effectively and aggressively - or suffer in a 'go nowhere' job while your friends move on to new opportunities and brighter futures.
Basically, your CVs only job is to open doors !
In the midst of hundreds of CV’s recruiters and employers receive for any given position, your CV needs to stand out from the crowd. You must make the Hiring Manager want to read your CV more thoroughly than just the rudimentary 10-20 seconds the vast majority of your competition will warrant. The way to do this is by design and create a CV that is accomplishment driven.
Infact, having the right CV for the job you want needn’t be difficult.
Nowadays, CV preparation or CV how to do it on your own is possible, but, there really speaking, there is no substitute for letting a resume writer do it.
As they say it really doesn't pay to cut corners when it comes to your career and that key elements could be missing, and a jobseeker generally doesn't discover this until a good portion of time has been poured into the job search.
Basically, you only have 30 seconds to impress an employer with your CV. With CVwriting.net you get that expert advise, tools, tips and assistance that you need to maximise your job hunting opportunities with a Professional CV.
• An unique online CV builder that offers you a step by step assistance
• A CV builder which makes your CV building surprisingly easy
• Select headings that better describes your own skills and experience
• Gets the recruiter’s attention with a clear and effective CV.
• Fonts, structure in a style most popular with employers
• Something that maximises of you being invited for an interview
• Something you can simply update, thus saving you valuable time
• You can have your CV ready and is available at all times.
• Something you can post to all the major online job boards
• A “try before you buy” service and comes with CV examples
• All popular formats available – Word (.doc), PDF and HTML
Lastly, a CV builder service that has unlimited updates, amendments and downloads for a full 12 months plus free customer support.
Using these techniques, you are on your way to writing an accomplishment driven, extremely effective resume. Your potential employers will not only see what you have achieved in the past, but what you could offer them in the future.
For more info, please visit CVwriting.net
Without a good CV, companies have no idea that you even exist - unless you are invited to an interview by the hiring authority, you may as well be invisible. We live in a market economy and you must learn to market yourself effectively and aggressively - or suffer in a 'go nowhere' job while your friends move on to new opportunities and brighter futures.
Basically, your CVs only job is to open doors !
In the midst of hundreds of CV’s recruiters and employers receive for any given position, your CV needs to stand out from the crowd. You must make the Hiring Manager want to read your CV more thoroughly than just the rudimentary 10-20 seconds the vast majority of your competition will warrant. The way to do this is by design and create a CV that is accomplishment driven.
Infact, having the right CV for the job you want needn’t be difficult.
Nowadays, CV preparation or CV how to do it on your own is possible, but, there really speaking, there is no substitute for letting a resume writer do it.
As they say it really doesn't pay to cut corners when it comes to your career and that key elements could be missing, and a jobseeker generally doesn't discover this until a good portion of time has been poured into the job search.
Basically, you only have 30 seconds to impress an employer with your CV. With CVwriting.net you get that expert advise, tools, tips and assistance that you need to maximise your job hunting opportunities with a Professional CV.
• An unique online CV builder that offers you a step by step assistance
• A CV builder which makes your CV building surprisingly easy
• Select headings that better describes your own skills and experience
• Gets the recruiter’s attention with a clear and effective CV.
• Fonts, structure in a style most popular with employers
• Something that maximises of you being invited for an interview
• Something you can simply update, thus saving you valuable time
• You can have your CV ready and is available at all times.
• Something you can post to all the major online job boards
• A “try before you buy” service and comes with CV examples
• All popular formats available – Word (.doc), PDF and HTML
Lastly, a CV builder service that has unlimited updates, amendments and downloads for a full 12 months plus free customer support.
Using these techniques, you are on your way to writing an accomplishment driven, extremely effective resume. Your potential employers will not only see what you have achieved in the past, but what you could offer them in the future.
For more info, please visit CVwriting.net
Subscribe to:
Posts
(
Atom
)