If you're already in direct sales, you know that it's not always easy to keep the priorities straight. Particularly when your business is just starting, but also when you get things going at a good clip in your business, direct sales can take on a life of its own and quickly cross the boundaries of happy home life. Here are 10 quick tips for helping to keep the Mom part of your life at the forefront while still running a successful Direct Sales business.1. Plan - Sit down with your calendar and write out everything non-direct sales business related first. Decide which of those things are non-negotiable no matter how many people want to do parties on that day. And then keep them non-negotiable! Write in kids events, date nights with hubby, vacations, birthdays and birthday parties and plain old "just because" family time.2. Power Hour - One of my favorite speakers in the direct sales field is Belinda Ellsworth. Her power hour is a tremendous way to manage your business life. It's simple too! Here's the quick rundown: Take 4 manila folders. Mark 1 as recruiting, 1 as booking, 1 as customer service and 1 as downline management. Decide on an hour in your day when you are going to work the phones for your business. Take your folders, set a timer and work each folder for 15 minutes only. When the 15 minutes is up, move to the next folder. As you interact with customers, recruits and downline put the information in these folders until the next time you sit down for your power hour. You will be amazed at how much work you can really accomplish when you are focused for that hour of time.3. Office door - Use it! After you are done with your power hour or email time or whatever, walk out of the room and CLOSE the door! Or if you're working with the laptop (see below) turn it off and close the laptop.4. Get a laptop. A laptop with wireless Internet is a great tool for moms. You can get them pretty inexpensively now too. While the kids are doing their homework, pop open the laptop, sit WITH them and do your emails then. When they're done with the homework, close the laptop and be done with your work as well.5. Freedom Friday - Decide on one day in each week where you will be "off". This can be Friday or any day, but decide on it and then actually do it. Commit to it with your kids, put it on your calendar and enjoy it. You'll love it and the emails can wait! Once your customers and downline understand that this is your day off, they will respect it.6. Use the "open date card "concept. Determine which days of the weeks you'll be doing parties and write those down on a separate booking calendar or individual party date cards. When you are at your parties and getting future bookings only book parties on the dates that you set in advance on that calendar or on the cards. If someone needs a different date than you have available, find her another consultant (preferable in your downline!) to take the party.7. Automate - Use the tools of the Internet to automate as much of your business as you can. Use an auto-responder for your recruit email packets and your downline training. Have a voicemail message available with a 10-minute presentation on your business that potential recruits can call before they call you with questions. Do conference calls with your downline so that you can address issues with the whole group rather than one on one with each of them, etc.8. Involve your kids - Make your direct sales business a family affair. Employ your children to help with putting labels on catalogs, filing your paperwork, packing up your supplies for your parties, making the bank deposits, etc. As they get older their work responsibilities can increase too. You can even pay them tax-free and write it off as a legitimate business expense. Talk to your accountant about this great home business benefit.9. Hire a maid. If your business is really on a roll and you need to spend more time on business, don't take that time away from your family, take it away from other parts of your life, like the housecleaning instead. Hire a maid to do the big housecleaning jobs and use the time you'd normally be doing that to hang with the kids. It'll be worth every penny.10. Have fun - remember that your kids are only young once. They need you to be mommy FIRST and businesswoman second, even if your family does need the extra money your "Direct Sales" business brings in. Work smarter, not harder and enjoy your kids while you can.
In a recent report released by KPMG, the key findings for the expected insurance industry are recapped below. The international insurance market is expected to see good or very good growth over the next three years, and global consolidation is expected to accelerate over those same three years.Asian countries are expected to see the most growth; however, merger and acquisition are not expected to play a major part in the growth.The national and foreign regulations that affect insurance are not expected to be a barrier to acquisition activity.Acquisition strategies incorporated over the last three years were driven mainly by increasing profit and top line growth, and larger insurance companies are generally expected to be the more acquisitive.Almost three-fourths of Asian-Pacific respondents stated that organic growth was more important than growth by acquisition; this is in direct contrast with the almost two-thirds of the European and US respondents looking to M&A for growth opportunity. The report found that in the U.K., as well as the U.S. market, there was an oversupply of providers, and that this fact alone has lead to the M&A growth in the insurance market. As the developed countries insurance markets mature, there is an increased tendency toward merger and acquisition for growth opportunity; this is in direct contrast with developing countries that are still looking toward organic growth opportunity to increase their bottom line.
Managing an organization on its way to success has its own challenges, like dealing with economic factors that may or may not stand as obstacles. Ordinarily, one will claim that this is a Human Resource affair. However, some successful organizations have employed more workable techniques to succeed. This is the human resources of today.The Traditional Role of Human ResourcesMost people in an organization will identify the "Human Resources" Department to anything systematic, policy-related or administrative. Some automatically think that a Human Resources Program will proceed with psychology or endeavor to inculcate any of the three mentioned above.This traditional method puts emphasis on leadership, cohesiveness and loyalty in an organization. It emphasized on collectivism.There is nothing completely bad in such traditional view. However, it was criticized for focusing too much on the economic factors of an organization.This had been confronted further by different aspects and needs. Thus, the field of human resources was also shaped as it adapted to the social or political environment.Transitional PhaseTimes are changing now. The traditional perception must be taken out of the picture. The modern trend now in Human Resources Management is to be more strategic, consultative and interactive.Human Resources of the 21st CenturyIt is definitely a desirable change. However, this may not come easily to those who have gotten used to the old school.The social climate of the organization is now addressed, rather than being limited to the economic factors. This time the behavior of the individual is given as much importance as the economic structures.This time around, Human Resources Department pushes even more the firm into performance as each member now is driven by the attention given.What Should One Expect in the Human Resources Department Now?1. The department must show that it contributes to fulfilling all the goals of the whole organization. It is not anymore limited to the department.2. It should provide also bases and dimensions to measure the success of the human resources initiative and the processes applied.3. All the members of the organization are to be treated and recognized as clients.4. Finally, it will not hurt to also change the perception of the people with regard to the role of the Human Resources Department.It is undeniable. It is necessary to further educate people and provide support to this practice.What Are the Current Initiatives to Fulfill the Goal? Human Resources OutsourcingNormally, people approach the [*_*] Department to consult on matters to regulate relations among members. However, this consultation could also be utilized to break away from the old shell.Providing services to the other departments of an organization will make the HR Department a more dynamic entity. It could help in determining some processes to realize the vision of a particular department. [*_*] EducationThe academe can make a big difference in changing the perception.Improving and developing the literature and the present theories will be helpful in addressing the concerns and the needs of any organization. This is in light of the constantly changing society that concerns the human resources experts and people.Further studies in the [*_*] can help shape and improve the theories. However, pursuing a career in the [*_*] is expected to contribute to the developments in practice and implementation.There are initiatives also to spread the knowledge within the organization, down to the most ordinary members. The best way to empower them is to give out [*_*] software that provides an orientation and comprehensive discussion of organizational policies. [*_*] and the LawThere are [*_*] laws provided nowadays. This fact is beneficial to most people in the workplace. It establishes the foundations that must be present in any firm or organization. It also sets limits the extent of what human resources will cover, so as not to deprive any person of any basic right or privilege.There are even some who now implement a [*_*] Program that allows active participation of the employees. They are made part of decision making and the HR Department is tasked to come up with methods and venues to make this endeavor feasible.Leadership is undeniably important in any organization. It grounds the responsibility and accountability on a single source. However, for any whole to work, its parts must be recognized. That is why the developments in the field of [*_*] are very much welcomed. [*_*] Management must focus on its real strength, on its real resources, the human resources.Article may be freely distributed as long as content is not altered and Author's resource box and link remains intact and active.
Most people dread performance appraisals because it is tiring and tedious, and people believe their jobs may be on the line. Of course, performance appraisals are really quite useful because management can fully make sense out of the things that have been happening in the company. Through a yearly performance appraisal of employees, companies can finally be able to find out about the reasons behind why the company is losing money here or there. 1. Perform Appraisals In A Serious And Scientific MannerAs the part of the management that ultimately runs the company, the superiors who are actually doing all that performance appraisals year after year, they should really take this task seriously so that that the company will be able to greatly benefit from the yearly performance appraisals of the employees. In case the people who are going to head these yearly employee performance appraisals are actually clueless on what they should really do, they actually have the option to get some performance management consulting so that they will able to know what people from the management like them should really do when its time to once again make those employee performance appraisals. Employee performance appraisal may seem to be a scary and highly difficult task but through good performance management consulting, you are sure to be able to get the ideas as well as the strategies that other companies are doing with the aid of performance management consulting. When it comes to performance management consulting, experts in the field of business management will actually instruct company heads that before they actually go on to their employees' performance appraisal meetings. Whether they will give out a presentation to other company heads or just be talking to the employees, performance management consulting will actually advice the management to actually make a draft of what they are going to report first before actually going out to the meeting and fumbling on the employee appraisal meeting. 2. Appraisals Should Focus On Positive, Not Negative AspectsWhen it comes to performance management consulting, it is highly recommended that you plan everything out from the beginning so that the whole process of the yearly employee performance appraisal will go on smoothly and without any hitch. The performance management consulting activity should be able to help out the company's management to actually be able to produce clear and concise ways for them to make their thoughts be fully understood throughout the performance appraisal report. Performance planning is definitely the key to a well-executed performance appraisal meeting according to the performance management consulting. - Heed the advice of the performance management consulting group- Decide on the important factors- Tackle those factors3. It Works!According to the research from the performance management consulting, top companies today are using the performance management process to eliminate a best-effort directed culture in the company, instead the company should move on towards a results-driven culture instead, the next is to be able to establish as well as reinforce the extreme importance of the company's core competencies and lastly, the company should also be able to target the poor performers in the company for termination. Based on this research from the performance management consulting, the management should be able to target he poor performers in their company by actively weeding out the bottom 10 percent of the pack while completely nurturing the upper 20 percent of the company's employees to be able to sustain their dedication and good work for the company. It is extremely important that the company is able to full acknowledge the presence of such beings in there company so as to be able to further motivate them into doing good for the companywhile the bottom feeders need not be kept in the company anymore since they are hired to do their best and not to actually become a liability to the company.
Design for Six Sigma (DFSS) is the application of Six Sigma principles to the design of products and their manufacturing and support processes. Whereas Six Sigma by definition focuses on the production phase of a product, DFSS focuses on research, design, and development phases. DFSS combines many of the tools that are used to improve existing products or services and integrates the voice of the customer and simulation methods to predict new process and product performance. DFSS can be compared to DMAIC (Design, Measure, Analyze, Improve, Control) and often the acronym DMADV (Define, Measure, Analyze, Design, Verify) is used to describe the strategy of DFSS. The precise phases or steps of a DFSS methodology are not universally defined. Most organizations will implement DFSS to suit their business, industry, and culture. DFSS methodology, instead of the DMAIC methodology, should be used when:* A product or process is not in existence at your company and one needs to be developed* The existing product or process exists and has been optimized (using either DMAIC or not) and still doesn't meet the level of customer specification or six sigma levelDFSS is a way to implement the Six Sigma methodology as early in the product or service life cycle as possible. It is a strategy toward extraordinary ROI by designing to meet customer needs and process capability. DFSS can produce the same order of magnitude in financial benefits as DMAIC. But it also greatly helps an organization innovate, exceed customer expectations, and become a market leader. DFSS is the Six Sigma approach to product designnamely, designing products that are resistant to variation in the manufacturing process. Using DFSS means designing quality into the product from the start. You are preventing wasteful variation before it happens, thus being able to identify and correct problems early when the solution costs are less. A successful DFSS implementation requires the same ingredients as any other Six Sigma project: a significant commitment and leadership from the top, planning that identifies and establishes measurable program goals and timeline, and the training and involvement of everyone.Planning for DFSS requires collecting the necessary information that will allow for error free production of defect-free products and processes that satisfy the customer profitably. DFSS attempts to predict how the designs under consideration will behave and to correct for variation prior to it occurring. That means understanding the real needs of your customers and translating those needs into vital technical characteristics of the product and ultimately into critical to quality (CTQ) characteristics of the product and process. You can then use design of experiments (DOE) to develop a robust design that optimizes efficiency and reduces defects.Valid and reliable metrics to monitor the progress of the project are established early in the project, during the Measure phase if using DMADV. Key inputs are prioritized to establish a short list to study in more detail. With a prioritized list of inputs in hand, the DFSS team will determine the potential ways the process could go wrong and take preemptive action to mitigate or prevent those failures. Through analysis, the DFSS team can determine the causes of the problem that needs improvement and how to eliminate the gap between existing performance and the desired level of performance. This involves discovering why defects are generated by identifying the key variables that are most likely to create process variation. Failure Mode and Effect Analysis (FMEA) and Anticipatory Failure Determination (AFD) can be used for both the design of the product and the design of the process.DFSS provides a structured way to constructively use the information learned from these analyses. Armed with real data produced by the DFSS process, you can develop competent manufacturing processes and choose processes that are capable of meeting the design requirements. Further analysis can verify and validate that the product design will meet the quality targets. This can be accomplished through peer reviews, design reviews, simulation and analysis, qualification testing, or production validation testing.The benefits of DFSS are more difficult to quantify and are more long-term. It can take over six months after the launch of the new product before you will begin to see the true measure of the project improvements. However, the eventual return on investment can be profound. This is especially true when the organization can use the DFSS project as a template for fundamental changes in the way it develops new products and processes across the organization.