One day in blogging, a partial list of pitches
SteveBlogging has been pretty good to me over the years. So has doing the HR Happy Hour Show/Podcast. Both of these things have opened up plenty of doors, created some interesting opportunities, and enabled me to meet some great people along the way. One other thing about doing this is (and back when I started I had no idea was even a thing), is that once you have been blogging or podcasting for a while, you get on the radar of lots of news folks, PR firms, and other organizations that would like you to know about and potentially help publicize their news, product launches, their client's new book, or some event they are promoting.
Jasper Johns, White Flag (which is what I am waving towards my Inbox)
Most of these outreach messages are perfectly professional, offer up some kind of interesting content or news that in theory might be interesting to me (or readers and listeners), and I honestly don't mind getting them one bit. I don't/can't respond to all of these PR pitches, (there can be lots of them in any given day), but I still appreciate them. Even after all this time doing this it is still sometimes surprising that (some) folks are interested in what I think, have to say, and want to connect with the audience.
Why blog about the behind the scenes stuff that goes on with blogging, even a small, niche blog like this one?
I don't know, it just seemed interesting to me today. Which continues to be the primary reason I blog about anything (note for any PR folks who might read this). But just in the last hour or so as I was checking some email, planning out the day, I received four or five of the aforementioned 'pitch' emails, in quick succession. That seemed kind of unusual, and so I checked back at the last 24 hours or so of my received emails and I thought that, wow, I have gotten a ton of PR pitches already this week. So since I brought up the topic, and I am too far down the path of this post to start over with some other, better idea, I wanted to share a partial list of the PR pitches (mostly Email subject lines only) that have arrived in my Inbox in the last 24 hours or so.
Submitted without comment, judgement, or endorsement...
1. Disturbing: Workplace Suicide the New Trend
2. Volcano Calbuca Erupts! Are you Prepared?
3. Innovating Service Summit Webinar Will Feature Internationally Customer Service Experts
4. Lee Hecht Harrison Poll Finds Most Workers Losing Sleep Due to Work-Related Stress
5. Gain Insight to Independent Workers to Build the Best Teams
6. Nepal Earthquake Rocks the World!
7. WiFi Will Run Future Wearables
8. 8th Annual Mobile Excellence Awards Coming Soon!
9. Special Invitation: HR Secrets You Need to Hear
10. The Lavender Graduating Class of 2015 Lacks Legal Protection Moving Into the Workplace
There's a bunch more, but you get the idea. If there is an idea.
Blogging is kind of a weird thing sometimes.
Have a great day!
Reader Comments (3)
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HRMS - “Employees are the Real Asset”
Most organizations have the perception that they cannot afford to provide benefits to their employees. But not offering good benefits to the employees may lead to de-motivation in employees work interest and can lead an organization to loss or lowered productivity.
The route to success for each organization depends upon the employees of the organization. Employees are the real assets to the organization and they need to be highly motivated by any means. Employees should get the right kind of treatment and should be allowed to live in a flexible working environment whereby they can be more productive.
A flexible working environment will also allow the employees to perform their tasks more effectively, resulting in benefits for the company they are working in.
An employee can be motivated if he is handled systematically by providing him the benefit she deserves. The organization should motivate their employees to achieve goals for them. But how can this happen? The answer to this question lies within the organization itself; organizations should provide benefits to their employees so that they can give their best.
Indeed, employees are the real assets of the company. They bring in business and they can grow in their careers by enhancing their skills and gaining knowledge that will be beneficial for them as well as for the organization.
What Employees Want?
Other than monetary rewards, an employee is always in search of various kinds of benefits that he may get from his organization. An employee faces a lot of challenges and issues in the organization. This is the sole reason why some employees quit their jobs. It is always said that a satisfied employee always puts twice the effort into his work for the organization, resulting in twice the business. That is the reason organizations should think of giving various kinds of benefits to their employees as a token of their appreciation. If the employee is satisfied with the organization, then he will be more productive in achieving the organization’s goals.
Companies provide various kinds of benefits to their employees. These benefits are the basis of services which employers provide to their employees for services rendered. These benefits encourage the employees to work hard for their organization. It may also lead to employee job satisfaction.
Not necessarily every employee would be eligible to receive these benefits. There are some employees who might not deserve any benefit. A company cannot afford to provide benefits to every employee as every employee has their own set of capabilities. If a company starts providing benefits to every employee then they are done for! A criteria or an expectation level has to be set by the company whereby whichever employees meet, fulfill, or surpass those expectations and requirements will be the employees who are provided with benefits.
Employee always looks forward with an organization in which he feels secure and satisfied with his work. If at any point he is not feeling secure and satisfied he may leave the organization. The organization should also be proactive in providing employee benefits so that talented employees can be retained and can be useful in achieving organizational objectives. Otherwise, the company has to spend time and money on training a new employee and ensuring that employee understands his new company, position and goals.
Engaged Employees are Always Productive
An engaged employee is the person who is very enthusiastic and devoted towards his work and proves to be an important weapon for the organization. Devoted employees always care for the future of the organization and give their best in achieving the goals for the organization. Employees have an emotional bond with the organization that is the main reason the retention rate and productivity is always high in organizations. An employee’s performance can be effected by and judged on the majority of the following grounds:-
Emotional Bonding:
According to a research conducted by “Scarlett Surveys” only 31% of the employees are engaged in their jobs. These employees are very productive and have an emotional bonding with the organization through which the employee helps the organization move forward. Even though this is a very important factor to employee productivity it is not easy to judge.
Commitment:
As per the survey employees showing high commitment level perform 20% better than the rest and are less likely to quit their employment. Employees should always make commitments towards their work and accordingly perform for achieving those goals for it.
Productivity:
A study conducted by “Hay Group” found out that 43% of engaged employees are more productive than the non-engaged employees. Similarly job satisfaction is related to productivity of the employees. How productive an employee is depends upon hoe satisfied he is with his job. This will vary by employee.
An Employee is Always in Search of…
An employee is always looking for the benefits that he may get from his organization. It may be monetary or non-monetary benefits.
Medical Benefits:
Medical benefits cover the overall cost of physicians, surgeons and prescription fees which can be offered to an employee. The medical benefits may cover all aspects like dental, life, vision and health insurance.
Fringe Benefits:
Fringe benefits are the non-monetary benefits which are provided to employees. It may include employee recognition, awards given to the employees based on their performance, tuition reimbursement and so on. It can be a unique technique for retaining talented employees.
Flexible Spending Accounts:
These are accounts which don’t have federal or social security tax on them. Employees can save their money in these accounts and use it cover their care expenses which normally come out of their pockets
Eventual Outcome from Benefits
After providing many benefits to the employees, an employee will perform better for the organization. He will be more productive due to a higher level of motivation. The employee’s confidence level will rise and he will be more willing to work. He would be more satisfied with his job. He will contribute more to achieving the goals of the organization. He would be a loyal and honest employee for the organization. As per the recent study conducted by "SHRM" - Society for Human Resource Management, fifty-three percent of the employees have voted that employee benefits are a very important aspect for their job satisfaction where as on the other hand only one percent of employees felt it was very unimportant.
An employee's benefits greatly contribute to the employee's job satisfaction. Benefits tend to be much more important in larger organizations as compared to smaller organizations. HR managers use these tools to retain their talented employees under existing business conditions.
Finding an appropriate benefit package for the workforce is highly challenging for the HR managers due to the high cost of providing benefits.
Why Business Pointers’ HRMS?
Human Resource Management Systems are vital to any organization and its importance is increasing daily as the world moves towards digitization.
HRMS is a cost effective and time saving technique for the HR Department. HR managers keep records of how employees are performing, if they facing any problem or if they are bored with their work in the HRMS system. They can use this information to help create a favorable work atmosphere and retain talented employees by providing them with the benefits they deserve.
HR managers can manage the employee benefits with the Business Pointers HRMS application. The above picture gives a clear scenario of all the benefits included in our application, so that HR manager does not have to search through files to find out what employee is provided which benefits. It allows the user to generate a benefit report which will give a clear picture of what benefits are provided to employees and it is beneficial for both the HR manager and the employee to whom benefits are provided.
Business Pointer HRMS application is developed by keeping in mind the employees so that the employees also have access to check their benefits that are provided to them, so that it does not create any conflict between employees and the organization leading to lose of talent.
Business Pointers, Incorporated
Website: www.business-pointers.com
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Business Pointers - Human Resource Management System
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HRMS Modules Suitable for Businesses of All Types and Sizes
Workforce:
It maintains Information about an Employee, such as the employee’s addresses, role within the organization, as well as personal and financial information. You can keep track of an employee's progress, illnesses, or vacation days, as well as keep a history of the employee's previous employment and education.
Self Services:
Employee Self Service is a web-based application that provides employees with access to their personal records and their payroll details. Career planning, skills profiles, learning, objective settings, appraisals and more and more analytics are increasingly popular ESS applications.
Recruitment Management:
This modules refer to the process of attracting, screening, and selecting a qualified person for a job. Here we have preferred to utilize employer branding strategy and in-house and external recruitments along with the simplified standard process.
Succession Planning:
This will identify and develop internal people with the potential to fill key business leadership positions in the company. It increases the availability of experienced and capable employees that are prepared to assume these roles as they become available.
Performance Management:
This module includes activities that ensure that goals are consistently being met in an effective and efficient manner. Manages employee or system performances. Facilitates the effective delivery of strategic and operation goals.
Travel Management:
This module manages a company's strategic approach to travel (travel policy), negotiations with all vendors, day-to-day operation of the corporate travel program, traveler safety & security, credit-card management and T & E data management, As this function touches on all of these areas in some form and represents such a major corporate expense, it stands to reason that this function should have equal ranking within a corporation as any other major division and not be seen as a sub-set of existing departments.
Attendance Management:
It is the act of managing attendance or presence in a work setting to minimize loss due to employee downtime. It is a critical process as it ensures that its human resources arrive to work on-time, put in the expected amount of productive working hours, and only leave work at the duly stipulated time.
Payroll Management:
Manages all financial records of salaries for an employee, wages, bonuses and deductions. Payroll is crucial because payroll and payroll taxes considerably affect the net income of most companies, and they are subject to laws and regulations.
Benefit Management:
This will help HR professionals analyze how various employee benefits affect employee retention, loyalty and performance, as well as costs to the client for benefits packages. HR benefits management may also include creating and implementing benefits plans for current employees or offering new plans to job candidates. Recruiters need to understand the basics about how employee benefits packages affect employee retention so that they can effectively advocate for the benefits that will keep their new hires working.
Training & Development:
Centralized focus to monitor training of new employees as well as the ongoing training of existing ones. Features include tracking education, skills, and qualifications of the employees. It allows access to web-based learning for developing necessary skills.
Project HRMS:
Projects are generally part of the internal processes of a company. Before you can carry out a project in its entirety, the project goals must be precisely described, and the project activities to be carried out must be structured. This HRMS will be able to control all tasks in project execution and create a clear, unambiguous project structure, which is a basis for successful project planning, monitoring, and control.
Reports:
Reports are very important in all their various forms and are very useful method for keeping track of important information. Our report library offers over 100 reports. This module provides customized reporting according to your individual needs. Allows you to extract individual reports, view employee reports, manage reports online, and create and define specific reports.
For more information please contact:
Jack Hobbs Email: jack.hobbs@business-pointers.com
Phone: 703-337-5807 Web URL: www.business-pointers.com
About Business Pointers:
Business Pointers Inc. is a US based software company offering affordable cloud solutions that require minimal training and support. The team at Business Pointers specializes in the development of high end software and innovative applications in the domains of Human Resource, Transportation, Warehousing, Finance and many others. It offers dynamic IT solutions that are critical to a company’s success in a changing business environment.