New Feature Company Reviews by Employees - FlexJobs

New Feature Company Reviews by Employees - FlexJobsNew Feature Company Reviews by Employees Weve added a handy widget to ur company profile pages that gives you, the job seeker, an insiders view into a company, including reviews by current and former employees, average salaries for typical job titles, and tips on the companys interview process from people who have gone through it before.This Glassdoor Widget comes to us from Glassdoor.com, a website dedicated to giving job seekers, an inside look at jobs and companies. We love this feature because it helps job seekers make better informed decisions about which jobs theyre applying to and which companies theyd like to work for.Company Reviews by Employees If you go to any company listed in our Guide to the Best Companies for Flexible Jobs, like csar Permanentefor example, after our unique description of the company, youll see the Glassdoorwidget. It has three tabs one for salaries, one for overall reviews, and one for interview quest ions and answers. In fact, it looks just like thisThe widget is available for any company within our Guide which is also in Glassdoor.coms database. Because Glassdoor.coms database is so extensive, most large and many smaller companies should have a widget on their page.In addition to being available for companies in our Guide to the Best Companies for Flexible Jobs, youll find this handy widget on our job listings. When youre viewing a specific job, you can click the + sign to expand the Employer Info section and thats where youll find the widget. It looks like thisWe hope this widget gives you lots of helpful information as you continue your search for a flexible job. And if youd like to review your current or former employer, definitely check out Glassdoor.com to let others know about your experience.

3 Keys to Worry-Free ERP

3 Keys to Worry-Free ERP3 Keys to Worry-Free ERPThis post is originally from The Protiviti View.Protiviti, a subsidiary of Robert Half, is a global consulting firm that helps companies solve problems in finance, technology, operations, governance, risk and internal audit. The Protiviti View, the companys blog, features commentary, insights and points of view on key challenges and risks facing companies today.Search Enterprise Resource Planning (ERP) on Google, and youll find tales of epic failure outnumber success stories seven to one. If I had a $100 bill for every CFO I have heard complain about his or her frustration with an ERP platform, Id have a serious bankroll on my hands. Today I thought Id even the score a little by offering my two cents (since I dont have that bankroll, unfortunately) much of this courtesy of Protivitis own ERP leaders and experts on how to make your ERP selection succeed.The keys, youll see, are to address critical areas before selecting and designing y our ERP system.Key 1 Manage ChangeI could spend days debating the fine points of SAP versus Oracle and Microsoft. But frankly, thats their job. Success or failure, more often, depends not on functionality, but on managements ability to get employees, suppliers and buyers aligned behind the implementation effort.Like diet and exercise, ERP implementations typically fail for lack of commitment and/or motivation. What looks like progress from the boardroom or C-suite streamlined processes, increased accountability and enhanced analytics may spark fear in the rank and file, as well as resentment from suppliers, who have their own billing systems (for better or worse) and may need to be shown exactly how your organizations desire for process improvement also benefits them.This Whats in it for me? factor cannot be overestimated. ERP solution providers know this only too well, and have developed implementation strategies to deal with it with varying degrees of success. Therefore, identif y companies that have successfully navigated these waters, ask your prospective ERP solution providers about their implementation strategies and adapt proven best practices to your needs.Tone at the top is critical when you are implementing a change of this magnitude. Make sure your operational managers are informed and well represented on the ERP project gruppe, and make it clear that this project is important to you. Surveys by both PayStream Advisors and the Institute of Financial Operations cite lack of executive leadership/commitment as one of the primary hurdles for data automation initiatives.Key 2 Optimize Your ProcessesYou wouldnt plant a garden without weeding it. The saatkorn principle holds true in ERP solution design. Bad processes, even automated ones, merely get you to bad results faster. (Garbage in, garbage out.)To get better results, you need to start with a clear picture of what success looks like to you and your board, and reverse-engineer your way to the ERP fea tures and solutions that will deliver results to your satisfaction.Given a focused picture of what you want to accomplish, make sure you empower your line managers to take a close look at current processes. The goal here is to simplify, focus and automate the work and eliminate the workarounds. Encourage them to poke into the dark corners and examine the hand-offs in the white space between processes, and make it clear that there will be no sacred cow legacy systems. Everything you exclude will live on as an extra step and an obstruction to one-touch processing. Empowering line managers to define business requirements provides them a much-needed stake in the outcome of the implementation process.Be sure that your teams process mapping accurately reflects the complexity of all critical data streams, especially consolidation of data from multiple legal entities, revenue recognition, pricing, contracts, taxes, and data from geographically dispersed regional and satellite offices. Compl iance and mobile applications are emerging concerns, as well, that should be addressed.Only after your team has a clear understanding of the project scope and the critical integrations required should you authorize them to begin designing the ERP solution, which is, in its simplest form, a fastidious mechanical clerk that takes in data and processes exactly as instructed, and answers questions and grants access according to established business rules and chain of command.Key 3 Use Business Requirements to Focus the Selection ProcessBy defining the requirements upfront, your team can enter the ERP vendor bid process well informed, and less likely to purchase unnecessary modules.Demonstration scenarios based on your teams solution design help vendors tailor their presentations, and will give your team a better sense of how each system will perform specific tasks, under the specific conditions and complexities prevailing at your company.Finally, depending on your organizations specific needs, encourage your team to explore the viability of cloud-based ERP solutions. behauptung subscription-based services have evolved to offer high-quality service with built-in maintenance and real-time system upgrades, at a fraction of the cost of maintaining your own system in-house. All major ERP solution providers now offer such solutions, typically known as Cloud Stacks incorporating infrastructure, platform and software in a tiered structure for optimized data retrieval.The above keys will enhance your organizations chances for success.Have you recently implemented or upgraded your ERP system? How did it go? Please share your strategies for a successful implementation. I also have listed below a couple of Protiviti white papers (links included) that may interest youERP Implementation Risk Identifying, Monitoring and Remediating Issues Throughout the Project to Ensure SuccessJim

How hitting rock bottom can be the best thing for your career

How hitting jupe bottom can be the best thing for your careerHow hitting rock bottom can be the best thing for your careerWhen we lose a job we loved, the loss can make us feel like weve hit rock bottom. We look up from the hole we find ourselves in, thinking that well never be able to bounce back from the job loss. But a new study published in the Academy of Management Review found that feeling like you have hit rock bottom can be the hard reset button your career needs.Losing your job can be liberatingWhen youve lost a highly valued job, you lose your old work identity, but you also can lose the dead weight of coworkers in-fighting and company bureaucracy. In this way, the studyslead author Dean Shepherd found that people who reach rock bottom have a liberating opportunity because they are now free from the delusions holding them back from changingIt is a mindset that tells us that the old identity is no longer available and not salvageable. This can be liberating. It liberates us from the constraints that we have faced in the path to try and hold on to the past, he told Ladders. Having cut the ties to the past and thus expectations for oneself for the future, an employee can take this opportunity to play with different potential opportunities.For his study, Shepherd developeda rock bottom model that showed how newly liberated employees can use their canning to form new work identity.When youve lost a job, you can either react negatively and become prevention focused or react positively and become promotion focused, the study outlines. When you are prevention focused, you develop a strong need for security and are more likely to engage in the cognitive deconstruction of drugs and alcohol as a dysfunctional path.The study uses the cautionary tale of a prevention focused injured military veteran who avoids trying new roles due to the perceived risk that a new role might result in failure. But if you are promotion focused, you have a need to grow and develop to find your ideal self. Youre willing to play with your identity and take risks.For example, an injured military veteran who is promotion focused might recognize the value of exploring new options despite his lost career, considering play an outlet to see what is out there and to identify what might be, the study states.How to play with identityWhen you hit rock bottom, it may feel like you have nothing to lose. Embrace that sense of possibility to take risks with your next career move.Understandably though, we are psychologically vulnerable after losing a valued job. To safely play with risky new work identities in this emotional state, Shepherd suggests,creating a few simple rules that define the action and the situation as play - no evaluation, no judgment, the more extreme the better.Feel free to get a little out there with your career experiments. Maybe embrace the play element by dressing up in the role or acting it out. Seems a little strange but with little to lose, it is on e of our few alternatives and it can be productive, Shepherd said.So when you feel like youre at the bottom of your career, see it as an opportunity to grow quickly in a new direction. It can be a schadstoff people in comfortable jobs are unwilling to take.Avoiding hitting rock bottom may result in people persisting in a job that does not feel like a good fit with who they see themselves as, Shepherd said. Hitting rock bottom provides the opportunity to change ones life such that looking back, these individuals are likely to have grown more than those who never hit rock bottom.