Posts Tagged ‘online jobs’

As is often the case with most new concepts in the human resources function the proving ground tends to be the large global firms that can fund external research programmes or to test theories within their own workforces if the extent of the sample number of people being surveyed will be big enough to give credibility to the results obtained. The risk and reward scenario is patently more intense at that level of business as even a 0.01% cost saving or efficiency improvement across a multi-billion pound turnover may add millions to the figures at the end of the year. While the major goal for those firms is to increase their own efficiency and profit margins they are also providing smaller businesses with proof that a particular concept actually works and it could be worth considering it at their level.

Employee Engagement is involved with providing the best possible conditions that will allow people to work as effectively as possible for the company. Providing the right equipment for people to do their jobs has always been a basic requirement whether it is the latest communication technology for an Internet Business whose people mainly Work From Home doing Online Jobs or the best wheelbarrow for a labourer on a building site. Employee engagement takes this a step further and considers every feature of the person’s contact with the business. Various surveys have identified the areas which people will appreciate when they assess their relationship with their company and which will contribute to positive employee engagement. These include

• having the opportunity to suggest ideas for improving the business and being assured that they will be considered seriously
• being made aware of events within the company as a whole and not working in isolation
• being involved in the decision-making process on topics which will affect them
• having the opportunity to develop both their role and themselves within the company structure
• feeling that the company is sincerely concerned for their safety and general well being
• knowing that their line manager and senior executives are dedicated to the company.

In order to contemplate the possible implementation of employee engagement techniques within any company then the prevailing attitude of people needs to be determined. A survey ought to be carried out which would take in all elements of the employee’s work including pay, working hours, benefits, environment, management methods, opportunities for extra training, promotion prospects and their general work-life balance. While each individual company’s results will vary, some guidance can be taken from the Chartered Institute of Personnel And Development (CIPD) who commissioned a national survey which revealed that:

• more than a third of people feel engaged with their company
• more women than men do so
• about twenty five per cent of under-35s and two-fifths of over-35s feel engaged
• about 50% of managers feel engaged with their company , but less than 33% of non-managers.

Once a company has confirmed its current position it will realise the size of the task it faces to produce an engaged workforce and benefit from increased performance levels, a reduction in staff turnover with welcome cost savings and a more harmonious working relationship. The concept is more involved with creating a psychological bond with the people that goes beyond the more physical issues such as pay and conditions, although these are also critical. There will be a lot of problems to be overcome in many organisations. For example, how does a company engage those who Work From Home? It is possible, as the CIPD survey revealed that people on flexible working contracts are more likely to feel engaged, to speak supportively about their employer and to feel more satisfied with their work than those on non-flexible contracts. They are also less likely to move on from their jobs which saves the company recruitment and re-training costs and ensures that it retains a motivated, experienced and skilled worker. Also, the large companies mentioned earlier will have a lot of Internet Business and those people doing Online Jobs in those companies will have benefitted from successful employee engagement programmes.

The introduction of The Flexible Working (Procedural Requirements) Regulations in 2002 saw the formalisation of a growing trend away from the usual working hours of 9am to 5pm. The need for a Work-Life balance had become more of a priority for a large percentage of the United Kingdom’s workforce. For some the hope was to have more leisure time, for others the requirement was to adapt to changes in personal circumstances, such as caring for children or elderly dependents while trying to continue to earn a living.

Employers always refer to the old saying that “Regulation Equals Cost” and their initial reaction was one of anxiety about a further attack on their profit margins. Looking back over the past eight years since the regulations came into force it is obvious that many businesses have not ignored the concept of flexible working and have introduced it to their advantage. Almost all of the flexible working options are straightforward to implement and part-time work is by far the most usedhave part time staff and there are clear benefits to both the firm and member of staff. Salary costs are lowered and productivity is improved as the firm does not need to pay a full wage for what is essentially half a job. Lots of mothers with children of school age do part time work where the hours required enables them to do ‘the school run’, dropping off and collecting their children. Term-time working is also suitable for working mothers and provides a way out of the need for and cost of child care during school holidays. This is used a lot in the education industry where businesses obviously do not want to pay employees for the twelve weeks when schools are closed. Similarly, flexitime only requires a simple software package to enable it to be used and it provides some flexibility to those working full time. Almost 25 per cent of businesses in the UK now provide flexitime to their employees.

Where some businesses are suffering problems is in the area of allowing employees to Work From Home. This is not an issue for a modern Internet Business as it will have been established exploiting the latest communication technology and a lot of their employees will have had Online Jobs from the first day they joined the company. For other types of business it is the conversion to the Work From Home concept that can cause issues. While the regulations are not binding on businesses there are some special circumstances relating mainly to the care of children and disabled dependents where the firm must “seriously consider” any application by a person for flexible working. By their very nature the answer to a high percentage of the special circumstances applications is to allow the person to Work From Home. However, in order to achieve this, the firm must find some jobs which actually could be done at home. Unlike the Internet Business they may not already be utilising cutting-edge technology so changing some jobs to Online Jobs will require some investment in equipment and probably some training in its use for the staff involved.

If a firm agrees to permit some employees to Work From Home then it must satisfy itself that the people involved are suitable to do so. There can be difficulties if the employees are not able to adapt to the isolation and the need for increased self motivation which occur when they are not in their normal working environment of a busy office. The fact that they are working at home due to a need to manage their personal circumstances might produce a fall in their performance levels and businesses need to check this closely. It is not all doom and gloom for businesses to permit employees to Work From Home as it could enable them to hang on to some people who are vital to the company’s success who may otherwise have had to resign.

The Low Cost Franchise business has expanded over the past few years to be one of the most popular business choices for many people looking to start off their own business. There are 2 major areas that a Franchise Opportunity falls into, the start up Low Cost Franchise can fall under a fast growth type, or if the business is an extension of an established business then it will fall under the slow growth type. There are many Franchise For Sale preferences to choose but in order to make the business a success it will be important to consider the fees and advantages of both business models and choose what will match you and your needs in the long term. Both of these business models have a great deal of benefits and problems that interest some potential owners but put off others. When considering the advantages and disadvantages of these business models you must take into account the risk, the experience and the potential that each delivers and then choose whether you choose the slow growth or the fast growth choice.

Lets start off with the slow growth business choice, these are companies or a Franchise Opportunity that require a small investment to cover your training, the start up charge and the creation of a business plan. This business model will already have a business plan in place and will be looking to expand into other locations with their plan that already has been successful. The slow growth Low Cost Franchise option expands through the constant advertising and marketing plans that have been successful in the past, and relies on the management structure in place to push the Franchise Opportunity forward. These models do have their disadvantages, they don’t expand quickly, and are often in direct competition with other companies providing the same product or service in the district. Most of theses have a very rigid structure and manual that you must apply your franchise too, and consequently there is not much room for original ideas or concepts. This is because the business has already grown a business model that works and has been developed to stick to certain procedures. These slow growth choices normally come will a higher percentage taken by the franchisor at the end of each month or year so your takings will be slightly less.

Lets move onto fast growth franchises, these are generally thought of as new start up business on the market. Everyone will be involved in getting the business started, starting with the owners and filtering down to the staff. These business models are started from the beginning so there is no manual or set way to do things, this gives the preference for new ideas and concepts to be brought to the table and consequently leading to a potentially higher return, lower franchise fees and the opportunity to expand quickly. Like the prior model there are disadvantages to this, some of the managers or staff will be inexperienced in the area, this may lead to improved training and extra fees to develop the Low Cost Franchise. The major disadvantage when finding a Franchise For Sale like this one is that the business model is not a proven one and has not been established. To add to this the brand may not be well known within the market so this will require the business to push their advertising and marketing while you are developing yours, this plays into the competitions hands, as while the brand is growing, the competition are taking consumers from your area.

There are many factors in making the choice between both models but they both can be successful. This depends on your business expertise and personality but assess these pros and cons before choosing the right Franchise Opportunity for you.